To cultivate a culture of high agency, frame ultimate responsibility as a privilege, not a burden. By telling new hires 'everything's your fault now,' you immediately set the expectation that they have control and are empowered to solve problems. This approach attracts and retains individuals who see ownership as an opportunity to make an impact.

Shift your mindset from feeling responsible for your employees' actions and feelings to being responsible *to* them. Fulfill your obligations of providing training, resources, and clear expectations, but empower them to own their own performance and problems.

A study of graduates from Sudbury Valley School, where students direct their own learning without grades, found they succeed in college. Lacking a traditional academic background was less important than the self-reliance, problem-solving skills, and personal responsibility they had developed.

Great mentors explicitly clarify whether a mentee seeks direct advice (mentoring) or guidance to find their own solutions (coaching). This distinction, along with mentee-driven goals, makes the relationship more effective and respects the mentee's agency.

When a team understands each member's "why," they can self-organize to solve problems. Junior employees no longer need to escalate issues; instead, they can identify and pull in colleagues best suited for the task, fostering agency and execution speed.

Alpha High School uses an AI-powered platform for all academic content. This frees up human staff, now called "guides," to focus exclusively on student motivation, emotional support, and goal setting, rather than on content delivery or administrative tasks.

Busy, successful people mentor others because they find joy in watching that person grow. Mentees must show they are applying the advice and getting results. This demonstrates a return on the mentor's time and emotional investment, ensuring their continued engagement.

The "3 A's" framework offers a practical alternative to the pitfalls of unchecked autonomy seen at Spotify. True empowerment means ensuring teams have strategic guardrails (Alignment), clear responsibility for outcomes (Accountability), and the capability to succeed (Ability).

Our culture equates accountability with punishment. A more powerful form of accountability is making someone a co-owner in solving the root problem. This ensures the issue doesn't recur and is the ultimate form of taking responsibility for one's actions.