{"id":10340,"date":"2025-05-16T09:58:36","date_gmt":"2025-05-16T08:58:36","guid":{"rendered":"https:\/\/salomons.coach\/?p=10340"},"modified":"2025-11-13T21:01:32","modified_gmt":"2025-11-13T20:01:32","slug":"when-habits-take-over-reclaiming-ownership-and-outcomes-at-work","status":"publish","type":"post","link":"https:\/\/salomons.coach\/en\/when-habits-take-over-reclaiming-ownership-and-outcomes-at-work\/","title":{"rendered":"When Habits Take Over: Reclaiming Ownership and Outcomes at Work"},"content":{"rendered":"\n<p>A practical outline for a playbook for leaders who want to raise performance without controlling people&#8217;s time or place.<\/p>\n\n\n\n<p>The COVID period fundamentally changed how we work. What began as a necessary shift to remote and flexible working quickly evolved into a new normal \u2014 one that brought freedom, trust, and balance.<br>\u00a0<br>But in many organizations, that flexibility gradually turned into habit. Wednesday and Friday afternoons became quiet, offices half-empty, and collaboration patterns inconsistent. No one planned it that way \u2014 it simply happened.<br>\u00a0<br>And while hybrid working itself isn\u2019t the issue, the erosion of ownership for outcomes often is. Over time, convenience replaced intentionality. Work flexibility became a right, but responsibility for results didn\u2019t evolve at the same pace.<br>\u00a0<br>The challenge now isn\u2019t to roll back flexibility or force people back to the office \u2014 it\u2019s to reconnect teams with outcomes: productivity, quality, client satisfaction, and performance standards that create value.<br>\u00a0<br>That\u2019s where my Way of Working comes in:<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>assignment &gt; diagnostics &gt; co-creation &lt;&gt; delivery &lt;&gt; evaluation &gt; hyper care &gt; handover &gt; on-demand support<\/p>\n<\/blockquote>\n\n\n\n<p>This approach is not linear. The \u201c&lt;&gt;\u201d symbols represent the iterative loop of co-creation \u2014 continuous learning, feedback, and refinement during delivery and evaluation. It\u2019s how we turn plans into progress with people, not for them.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>1. Assignment \u2014 Define \u201cBetter\u201d in Terms of Outcomes<\/strong><\/h2>\n\n\n\n<p>When an organization needs a step-up, start with outcomes, not constraints. Typical improvement goals include:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Higher client satisfaction (CSAT\/NPS) and shorter response times<\/li>\n\n\n\n<li>Fewer errors and rework; stronger first-time-right rates<\/li>\n\n\n\n<li>Clearer ownership and handovers between teams<\/li>\n\n\n\n<li>Healthier balance between workload, performance, and engagement<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>The principle: clarity over control. It\u2019s not about managing presence, but about making results measurable and visible.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>2. Diagnostics \u2014 See the System, Not the Symptoms<\/strong><\/h2>\n\n\n\n<p>Before deciding what to fix, understand what\u2019s really going on. In similar organizations, diagnostics often reveal:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Ambiguous priorities \u2014 teams chasing multiple goals<\/li>\n\n\n\n<li>Invisible load \u2014 meetings, messages, and multitasking eroding focus<\/li>\n\n\n\n<li>Weak ownership at handovers \u2014 unclear accountability across roles<\/li>\n\n\n\n<li>Low feedback density \u2014 issues discovered too late for real learning<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Most gaps aren\u2019t caused by lack of effort \u2014 they stem from lack of clarity and rhythm.<\/p>\n<\/blockquote>\n\n\n\n<h3 class=\"wp-block-heading\"><strong>\ud83d\udcd8 Theory Corner: What Harvard Research Shows<\/strong><\/h3>\n\n\n\n<p>AS a member of HBR&#8217;s Advisory Council, I have access to most data and articles in their database. Here are some of the most relevant articles published. They fully underpin the approach taken in this transformation project.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Focus on Outcomes, Not Location \u2014 HBR finds that many hybrid setups underperform because organizations focus on where people work rather than what they achieve (\u201cHybrid Still Isn\u2019t Working,\u201d HBR, 2025).<\/li>\n\n\n\n<li>Align Perceptions of Productivity \u2014 Studies show a major perception gap: managers often think productivity drops remotely, while employees feel equally or more effective (\u201cWhere Managers and Employees Disagree About Remote Work,\u201d HBR, 2023).<\/li>\n\n\n\n<li>Human-Centered Hybrid Design \u2014 Harvard research emphasizes that hybrid success depends on how work is designed \u2014 clarity of roles, decision rights, and collaboration methods (\u201cDesigning Hybrid Work,\u201d Harvard Business Publishing, 2024).<\/li>\n\n\n\n<li>Results-Only Work Environments (ROWE) \u2014 HBS research confirms that focusing on results, not hours, boosts engagement and retention \u2014 but only if accountability is transparent.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>3. Co-Creation &lt;&gt; Delivery &lt;&gt; Evaluation \u2014 Learning While Doing<\/strong><\/h2>\n\n\n\n<p>Real change doesn\u2019t start with a memo; it starts when people help design it. In this iterative cycle, teams and leaders co-create how to work more effectively within existing flexibility:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/co-creation-process-behavior-1024x553.png\" alt=\"\" class=\"wp-image-10343\" \/><\/figure>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Outcome dashboards: 3\u20135 measurable results per team<\/li>\n\n\n\n<li>Service standards: response times, escalation rules, and \u201cdefinition of done\u201d<\/li>\n\n\n\n<li>Meeting hygiene: purpose, ownership, and closure<\/li>\n\n\n\n<li>Focus blocks: dedicated time for deep work<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Every 2\u20133 weeks, teams evaluate: What improved? What didn\u2019t? What do we adjust? This rhythm of reflection builds accountability and keeps energy alive.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>4. Hyper Care \u2014 From Excitement to Consistency<\/strong><\/h2>\n\n\n\n<p>After the initial improvement cycle, discipline matters more than design. A short hyper care phase (6\u20138 weeks) helps new practices stick:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Weekly \u201cops room\u201d meetings reviewing key metrics<\/li>\n\n\n\n<li>Targeted coaching to resolve workflow friction<\/li>\n\n\n\n<li>Leaders consistently modelling the agreed behaviors<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>Consistency turns enthusiasm into performance.<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>5. Handover \u2014 Embed and Simplify<\/strong><\/h2>\n\n\n\n<p>Once results stabilize, make them part of daily operations:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Playbook summarizing key practices (scorecards, service standards, handover rules)<\/li>\n\n\n\n<li>Integrate these practices into onboarding and performance management<\/li>\n\n\n\n<li>Plan a quarterly \u201creset session\u201d to refresh what works and retire what doesn\u2019t<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>6. On-Demand Support \u2014 Keep Learning Accessible<\/strong><\/h2>\n\n\n\n<p>Even high-performing teams face new challenges as conditions change. Short, on-demand coaching or quarterly reviews help sustain adaptability without creating dependency.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>What Other Organizations Learned<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Focus on outcomes, not activity. Results replaced visibility as the performance measure.<\/li>\n\n\n\n<li>Build clear working agreements. Everyone knows what \u201cdone\u201d means and how quality is defined.<\/li>\n\n\n\n<li>Make work visible. Simple dashboards replaced endless updates.<\/li>\n\n\n\n<li>Shorten feedback loops. Frequent check-ins replaced quarterly evaluations.<\/li>\n\n\n\n<li>Recognize ownership, not overtime. Success was celebrated for progress, not presence.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Leading Through VUCA: From Control to Clarity<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-large is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-1024x576.webp\" alt=\"\" class=\"wp-image-10344\" style=\"width:321px;height:auto\" srcset=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-1024x576.webp 1024w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-300x169.webp 300w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-768x432.webp 768w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-18x10.webp 18w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1-600x338.webp 600w, https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/VUCA-4-quadrsants-definition-1.webp 1280w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n<p>Hybrid work has amplified what many leaders already face in a <strong>VUCA world<\/strong> \u2014 volatility, uncertainty, complexity, and ambiguity.<br>When routines take over, teams lose their ability to respond to change. People work harder, but not necessarily on what matters most.<\/p>\n\n\n\n<p>VUCA demands leaders who create <strong>clarity without control<\/strong>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Volatility<\/strong> calls for stability of purpose \u2014 leaders must continuously translate change into direction.<\/li>\n\n\n\n<li><strong>Uncertainty<\/strong> requires trust \u2014 so people feel safe to act even when not everything is known.<\/li>\n\n\n\n<li><strong>Complexity<\/strong> needs structure \u2014 not bureaucracy, but clear ownership and visible priorities.<\/li>\n\n\n\n<li><strong>Ambiguity<\/strong> asks for reflection \u2014 taking time to learn and adapt instead of rushing to old habits.<\/li>\n<\/ul>\n\n\n\n<p>In this environment, leadership is not about deciding for others but <strong>creating the conditions for others to decide well<\/strong>. Your ability to connect flexibility with focus \u2014 and autonomy with accountability \u2014 becomes the real differentiator between chaos and progress.<\/p>\n\n\n\n<p>When seen through the VUCA lens, the <em>Way of Working<\/em> turns into more than a process model.<br>It becomes a <strong>navigation system<\/strong> that helps leaders and teams stay oriented when circumstances shift \u2014 enabling sustainable performance, learning, and trust even in uncertainty.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Leadership Shift<\/strong><\/h2>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"alignleft size-full is-resized\"><img decoding=\"async\" src=\"https:\/\/salomons.coach\/wp-content\/uploads\/2025\/11\/self-leadership-1-1.png\" alt=\"\" class=\"wp-image-10345\" style=\"width:296px;height:auto\" \/><\/figure>\n<\/div>\n\n\n<p>When flexibility turns into habit, accountability fades. When flexibility is paired with shared ownership for outcomes, it becomes a competitive advantage.<br>&nbsp;<br>&nbsp;Leaders don\u2019t need to control when or where people work \u2014 they need to create clarity, rhythm, and trust, so teams can own and deliver results with pride. That\u2019s how organizations strengthen both performance and reputation \u2014 becoming profitable and a preferred place to work.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Reflection for Leaders<\/strong><\/h2>\n\n\n\n<p>Where in your team has flexibility become routine instead of intentional \u2014 and what one clear outcome could you co-create your people around this month?<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Ready to Create Change That Lasts?<\/strong><\/h2>\n\n\n\n<p>Many leaders recognize the same pattern: flexibility turned into habit, ownership faded, and performance became uneven. The good news \u2014 these challenges can be turned into momentum.<\/p>\n\n\n\n<p>Through structured dialogue, clear outcomes, and co-creation, teams rediscover their rhythm, focus, and pride in delivering results.<\/p>\n\n\n\n<p>If your organization faces similar dynamics and you want to rebuild clarity, accountability, and energy \u2014 let\u2019s talk. Together, we can design a <em>Way of Working<\/em> that fits your context, strengthens leadership, and translates flexibility into performance.<\/p>\n\n\n\n<p>\ud83d\udce9 <strong>Contact Jan Salomons<\/strong><br>Let\u2019s explore your challenge and co-create the next step:<br>\ud83d\udc49 <a>salomons.coach\/contact<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The COVID years gave us flexibility \u2014 and many teams kept it. Yet what began as empowerment slowly turned into routine. Offices stay quiet midweek, but results don\u2019t automatically follow. The issue isn\u2019t hybrid work itself; it\u2019s the gradual loss of ownership for outcomes. In this blog, Jan Salomons explores how leaders can rebuild clarity, accountability, and rhythm without dictating hours or presence. Using his iterative Way of Working \u2014 assignment &gt; diagnostics &gt; co-creation  delivery  evaluation &gt; hyper care &gt; handover &gt; on-demand support \u2014 he shows how organizations can improve productivity, quality, and engagement by focusing on results, not routines.<\/p>\n","protected":false},"author":1,"featured_media":10341,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[1,192],"tags":[441,440,399,437,84,438,367,439,82,442],"class_list":["post-10340","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-vuca-leadership","tag-change","tag-co-creation","tag-growth","tag-habits","tag-hbr","tag-outcomes","tag-ownership","tag-system-thinking","tag-vuca","tag-way-of-working"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO Pro 4.9.5.2 - aioseo.com -->\n\t<meta name=\"description\" content=\"The COVID years gave us flexibility \u2014 and many teams kept it. 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Using his iterative Way of Working \u2014 assignment &gt; diagnostics &gt; co-creation delivery evaluation &gt; hyper care &gt; handover &gt; on-demand support \u2014 he shows how organizations can improve productivity, quality, and engagement by focusing on results, not routines.\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"salomons.coach\"\/>\n\t<meta name=\"google-site-verification\" content=\"-O4Usq8B4QhcjoRwcNVgdzzVlQNLiDAw2Hy2bNYQhTk\" \/>\n\t<link rel=\"canonical\" href=\"https:\/\/salomons.coach\/en\/when-habits-take-over-reclaiming-ownership-and-outcomes-at-work\/\" \/>\n\t<meta name=\"generator\" content=\"All in One SEO Pro (AIOSEO) 4.9.5.2\" \/>\n\t\t<meta property=\"og:locale\" content=\"en_GB\" \/>\n\t\t<meta property=\"og:site_name\" content=\"salomons.coach - Leadership Development &amp; Coaching\" \/>\n\t\t<meta property=\"og:type\" content=\"article\" \/>\n\t\t<meta property=\"og:title\" content=\"When Habits Take Over: Reclaiming Ownership and Outcomes at Work - salomons.coach\" \/>\n\t\t<meta property=\"og:description\" content=\"The COVID years gave us flexibility \u2014 and many teams kept it. Yet what began as empowerment slowly turned into routine. Offices stay quiet midweek, but results don\u2019t automatically follow. The issue isn\u2019t hybrid work itself; it\u2019s the gradual loss of ownership for outcomes. In this blog, Jan Salomons explores how leaders can rebuild clarity, accountability, and rhythm without dictating hours or presence. 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Yet what began as empowerment slowly turned into routine. Offices stay quiet midweek, but results don\u2019t automatically follow. The issue isn\u2019t hybrid work itself; it\u2019s the gradual loss of ownership for outcomes. In this blog, Jan Salomons explores how leaders can rebuild clarity, accountability, and rhythm without dictating hours or presence. Using his iterative Way of Working \u2014 assignment &gt; diagnostics &gt; co-creation delivery evaluation &gt; hyper care &gt; handover &gt; on-demand support \u2014 he shows how organizations can improve productivity, quality, and engagement by focusing on results, not routines.\" \/>\n\t\t<meta name=\"twitter:creator\" content=\"@salomons_coach\" \/>\n\t\t<meta name=\"twitter:image\" content=\"https:\/\/salomons.coach\/wp-content\/uploads\/2024\/06\/FS1904_JanXLGrowth_216-Jan-Salomons-no-background.png\" \/>\n\t\t<script type=\"application\/ld+json\" class=\"aioseo-schema\">\n\t\t\t{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"BlogPosting\",\"@id\":\"https:\\\/\\\/salomons.coach\\\/en\\\/when-habits-take-over-reclaiming-ownership-and-outcomes-at-work\\\/#blogposting\",\"name\":\"When Habits Take Over: Reclaiming Ownership and Outcomes at Work - salomons.coach\",\"headline\":\"When Habits Take Over: Reclaiming Ownership and Outcomes at Work\",\"author\":{\"@id\":\"https:\\\/\\\/salomons.coach\\\/en\\\/author\\\/salomons-coach\\\/#author\"},\"publisher\":{\"@id\":\"https:\\\/\\\/salomons.coach\\\/en\\\/#organization\"},\"image\":{\"@type\":\"ImageObject\",\"url\":\"https:\\\/\\\/salomons.coach\\\/wp-content\\\/uploads\\\/2025\\\/11\\\/Bad-Work-Habits.webp\",\"width\":1280,\"height\":854},\"datePublished\":\"2025-05-16T09:58:36+01:00\",\"dateModified\":\"2025-11-13T21:01:32+01:00\",\"inLanguage\":\"en-GB\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/salomons.coach\\\/en\\\/when-habits-take-over-reclaiming-ownership-and-outcomes-at-work\\\/#webpage\"},\"isPartOf\":{\"@id\":\"https:\\\/\\\/salomons.coach\\\/en\\\/when-habits-take-over-reclaiming-ownership-and-outcomes-at-work\\\/#webpage\"},\"articleSection\":\"Blog, VUCA &amp; 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With more than 35 years of international leadership and management experience, Jan has held executive and managing director roles in complex, operationally intensive environments, including global logistics and high-tech manufacturing. He currently works at the intersection of leadership, transformation, and execution, combining strategic clarity with deep operational realism. Jan specializes in supporting leaders and leadership teams facing moments that matter: organizational change, increased pressure, loss of direction, declining trust, or career transitions such as redundancy. His work focuses on strengthening self-leadership, decision-making, accountability, and team effectiveness in volatile, uncertain, complex, and ambiguous (VUCA) contexts. Known for his calm presence and sharp questioning, Jan helps leaders move from reflection to action \\u2014 without simplification or theatrics. His approach is grounded in evidence-based coaching, real-world experience, and a strong belief that sustainable performance starts with leaders who can lead themselves. Jan is the founder of Salomons.Coach and a member of the Harvard Business Review Advisory Council. 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