The Authority and the Responsibility Duo

When attempting to understand the reasons behind a company’s poor performance, it is crucial to closely examine the level of responsibility demonstrated by its managers. But what does responsibility truly entail?

In essence, responsibility refers to being accountable or liable for fulfilling obligations, maintaining trust, honoring debts, and more. It entails a commitment to completing tasks to the best of one’s ability and within the designated time frame.

On the other hand, authority refers to the power to issue commands and be obeyed. It represents decision-making power. While these two concepts are closely intertwined, it is important to note that having one without the other can lead to problems.

For instance, if you assign a task to a team member without granting them the necessary authority to carry out the job, the task will inevitably encounter obstacles. This is why it is crucial to ensure that when delegating a task, the individual also receives the appropriate authority to fulfill it. Failure to do so may result in the person who was given the responsibility becoming the scapegoat for any issues that arise within the company.

Consider the example of carbon-copied emails sent to unnecessary recipients. The person responsible for the task lacks the authority to address the situation effectively. Consequently, they seek approval from others and share the responsibility. In the future, if a problem arises, they can say, “I told you so.” Sometimes, this behavior stems from a desire to show off. Regardless, it serves as a clear indicator that all is not well within the company.

Conversely, there are instances where authority is granted without corresponding responsibility. Managers may roam around and inquire about the status of tasks, posing questions like, “Why is this not completed?” or “Why wasn’t it flagged in a timely manner?” They may do so out of curiosity without fully comprehending the impact. These individuals may be long-time veterans within the company, considered fixtures upon which it is built. While they possess unchecked power, this can lead to significant problems, including the abuse of authority and unnecessary stress.

So, what happens when authority and responsibility are separated? The consequences can be dire. If a project manager is not given the authority to monitor whether the developers are meeting their target deadlines, it becomes impossible to hold them accountable if those deadlines are not met. If the project manager attempts to follow up without the necessary authority, the software team may question their actions, asking, “Why are they doing this?” Consequently, the project manager’s reputation may be tarnished, and they will likely struggle to successfully complete the task at hand.

The positive effects of giving both authority and responsibility, in the required amount, include:

• No abuse of power
• Helps to complete the job effectively and efficiently
• Individuals can be held accountable
• Systematic and effective realization of institutional goals

On the flipside, the consequences of violating this principle are:

• Abuse of authority
• Responsibility cannot be exercised effectively
• Nobody can be held responsible
• Conflicts between management and employees

Ultimately, if you desire a team member to take ownership of both success and failure, it is crucial to implement this principle consistently. When delegating a task, thoroughly assess the level of authority required and provide it to the assigned individual. If that person proves incapable of handling the bestowed authority, it indicates their unsuitability for the role, and it may be necessary to assign the task to someone else. By adhering to this approach, you will help maintain your company’s trajectory towards accomplishing its objectives.