Radical Responsibility + Reclaiming Your Power
Radical Responsibility
“Tell me, what is it you plan to do with your one wild and precious life?” – Mary Oliver
The most fulfilled people I know practice radical responsibility. They see their lives as something they’re actively shaping—not something that just happens to them. When things go wrong, they don’t ask, “Why is this happening to me?” They ask, “How might I have contributed to this—and what can I do to move forward?”
One of my clients, a senior manager at a Fortune 100 company, came to me feeling stuck. With budget cuts, return-to-office policies, and ongoing reorgs, she felt like her career was at the mercy of forces beyond her control.
We worked on identifying where she was giving away her power. She realized she had been blaming external factors for her lack of momentum—visibility challenges, shifting leadership, frustration with corporate culture. Once she took ownership, she got clear on what she could influence.
Over the past year, she focused on making her team successful, strengthening her internal network, prioritizing visibility with key leaders, and clearly communicating her goals. Now, she’s exploring three promotion opportunities—two are being designed around her, and one was reclassified as remote so she could be considered. By shifting her focus from what she couldn’t control (org changes and policies) to what she could (her team’s performance, internal brand, and advocacy), she reclaimed agency over her career.
Now it’s your turn.
Think of an issue you’ve been wanting to shift.
For example: “A member of my team isn’t pulling their weight.”
Ask yourself:
1. How am I creating or perpetuating this situation?
– I avoid giving feedback and sidestep conflict
– I take on their work
– I blame them when the team underperforms
– I make up stories about why they are this way (e.g., “They’re overwhelmed,” “They’re in the wrong role”)
2. What do I get from staying in this pattern?
– I avoid discomfort and hard conversations
– I feel in control by doing the work myself
– I protect my self-image by blaming others for team performance
Now, take each of your answers for how you’re creating or perpetuating the situation, and write out the opposite.
– I give clear and direct feedback
– I help develop skill gaps
– I take accountability for the results of my team
– I give my team members an opportunity to change their behavior
No pick one of these and put it into practice this month.
Taking responsibility can feel uncomfortable at first—but it’s also deeply liberating. It means you’re no longer waiting for someone else to change your circumstances. You’re choosing to lead yourself forward.
