Why the Directly Responsible Individual Matters
Don't leave responsibility to chance and assumption.
Boss: “Who is responsible for this?”
Me: “Not me. That other guy.”
That other guy: “Nobody told me I was even part of this.”
This is a super common scenario that you have no doubt experienced.
Work needs to be done (and probably isn’t being done) and heads are about to roll.
But whose head exactly?
This situation arises because of a simple problem: The Directly Responsible Individual has not been explicitly named.
I’s been left to chance, or to assumption.
Everyone thought it was someone else’s problem.
Creating Accountability
As project managers, one of the most critical aspects of your role is ensuring clarity around accountability. The concept of the Directly Responsible Individual (DRI) is a powerful tool for achieving this. It directly addresses the challenges that arise when ownership of tasks, decisions, or projects is unclear, which can result in inefficiencies, delays, or even failures.
The DRI Problem: Why It Matters
The DRI problem occurs when there is no clear individual assigned as the ultimate point of accountability. Without a designated DRI, teams can face the following challenges:
Lack of Clear Ownership
Tasks may fall through the cracks as team members assume someone else is handling them.
Unaddressed issues and incomplete work become common.
Diffusion of Responsibility
When everyone feels equally responsible, no one steps up.
The bystander effect: the larger the group, the less likely an individual is to take action.
Decision-Making Paralysis
Without a clear decision-maker, teams may face delays or avoid making a decision entirely.
This often happens when everyone wants to weigh in, but no one feels empowered to make the final call.
Finger-Pointing or Blame-Shifting
When things go wrong, the absence of a DRI can lead to blame games, undermining trust and morale.
Inconsistent Accountability
Without a single point of accountability, tasks may be poorly executed or forgotten altogether.
Addressing the DRI Problem
Project managers can mitigate the DRI problem by embedding accountability into team structures. Here’s how:
Assign Clear Accountability
Every task, decision, or project must have a designated DRI.
The DRI is responsible for ensuring completion, even if multiple people contribute to the work.
Empower the DRI
Give DRIs the authority they need to make decisions and drive progress.
Ensure they can lead without excessive oversight or approval barriers.
Clarify Expectations and Deadlines
Define what success looks like for the DRI, along with specific deadlines and deliverables.
This prevents misalignment and ensures shared understanding among the team.
Foster a Culture of Accountability
Encourage team members to embrace ownership of outcomes, both positive and negative.
Normalize accountability as a core value, reducing the fear of failure or blame.
Provide Feedback and Support
Ensure the DRI has the resources and guidance they need.
Regularly check in, offer feedback, and remove roadblocks.
Why DRIs Are Crucial for Project Managers
As a project manager, your ability to assign and support DRIs can make or break your project. By addressing the DRI problem, you ensure tasks are owned, decisions are made, and accountability is upheld. This not only increases your team’s efficiency but also builds a culture where individuals feel empowered and motivated to deliver their best work.
Implementing the DRI model in your projects will drive clarity, accountability, and success.
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Explicit documentation and confirmation > assumptions. Works all the time! It's unfortunate that a lot of so-called "leaders" don't even realize this.