CEO Corner | Ownership Isn’t a Perk of ESOPs—It’s the Point

by Eric Rupe, CEO

1. Take Radical Ownership and Accountability

True employee-owners don’t play the blame game. They own outcomes—good, bad, or indifferent. When something goes wrong, they focus on solutions rather than excuses. When things succeed, they share credit while stepping up to replicate that success.

• Why it works: There’s a noticeable difference between the person who has a problem and the person who’s fixing a problem. The ability to navigate issues builds trust and positions you as a reliable leader. It reduces stress because you control your response rather than feeling like a victim of circumstances.
• Career payoff: You’ll be given more autonomy and high-visibility projects, accelerating recognition and growth.

2. Cultivate a Big-Picture, Strategic Mindset

Employee-owners understand how their daily work connects to the company’s overall goals, financial health, and long-term success. They ask questions like, “How does this initiative drive revenue or efficiency?” and look for ways to align their efforts with broader objectives.

• Why it works: This perspective shifts you from task-doer to value-creator. You spot opportunities others miss and contribute ideas that move the needle.
• Career payoff: You become a strategic thinker in a sea of tactical executors. Managers seek your input on important decisions, leading to leadership opportunities and greater job satisfaction.

3. Be Proactive and Take Initiative

Don’t wait for assignments or permission to fix obvious issues. Employee-owners anticipate needs, volunteer for challenges and drive improvements without being asked.

• Why it works: In a fast-paced world, companies desperately need self-starters. Initiative demonstrates confidence, competence and care for the organization’s success.
• Career payoff: You build a reputation as someone who gets things done. This often results in being tapped for stretch assignments, bonuses or promotions—plus the intrinsic reward of seeing your ideas come to life.

4. Commit to Continuous Learning and Adaptation

Employee-owners treat their skills like a business asset that needs constant investment. They seek feedback, learn new tools and stay curious about industry trends.

• Why it works: Industries evolve rapidly. Those who adapt stay relevant and valuable, while others become obsolete. Learning also signals humility and ambition—qualities leaders love.
• Career payoff: You future-proof your role and open new doors. Continuous growth leads to expanded responsibilities, expertise recognition (e.g., becoming the go-to person), and a more engaging daily experience.

5. Communicate Effectively and Build Strong Relationships

Great employee-owners excel at clear, timely communication—up, down and across the organization. They manage expectations, provide constructive feedback, collaborate well and advocate for what’s best for the business.

• Why it works: Business success depends on alignment and trust. Strong communicators prevent misunderstandings, foster teamwork and influence positively.
• Career payoff: You become a connector and leader others want to work with. This social capital translates into better projects, mentorships, and visibility at higher levels.

6. Align Deeply with the Mission and Live the Values

Employee-owners don’t just work for a paycheck—they believe in the company’s purpose. They make decisions through the lens of “What’s best for the long-term health of the business?” and embody core values daily.

• Why it works: Purpose-driven work is more motivating and resilient. When your personal values align with the organization’s, you bring authentic energy and creativity.
• Career payoff: This alignment creates profound fulfillment and makes you magnetic to opportunities. Companies reward mission-aligned talent with loyalty, advancement, and recognition because they know you’ll go the extra mile.

Adopting these six habits doesn’t require a title change or equity stake—it starts with a shift in mindset. When you begin thinking and acting like an owner, your work gains meaning, your impact multiplies and others naturally recognize your contributions.

The result? A career that feels less like a job and more like a purposeful journey where you excel, grow and thrive. Start small: pick one habit this week and build from there. Your future self—and your organization—will thank you.

To learn more about the Lerch Bates ESOP, our ownership mindset or history as a 40-year-old employee-owned organization, click here. To contact Eric Rupe, click here.