Modelling 'taking ownership' is the first step to building a high-performance culture.

Taking ownership tells others — “You can trust me to do the right thing”.

For high-performance organizations, there’s a strong link between employees who take ownership, having a culture of accountability, and having a high trust workplace. All three are critical to embed into the culture and values of an organization.

Among which, the most important one is 'taking ownership"! 

We take ownership when we believe that taking action is not someone else’s responsibility.
As an individual, you, are accountable for the quality and timeliness of an outcome, even when you’re working with others. This means, you have an obligation to the results of the organization and that you have an obligation to act on items that impact those results.

In Business, I encountered many leaders who expressed their frustrations when their people do not take the initiative, do not take ownership of their work. 

"Why they do not pick up the phone and call the customers?"
"Why they don't come earlier to me for this problem?"

If you are the boss in your business, I wonder, how would you model 'taking ownership' in this situation? 

Would it be possible for you to shift the question a little bit? 
So instead of asking "why they don't...', would you be brave enough to ask 'What did I do that made my people ...(e.g didn't come to me earlier / didn't pick up the phone...?" 

Notice what this slight change in the question enable you to shift your attention open up the possibilities to identify the true problems and insert proper solutions. 

Love to hear your stories!