ESTABLISHED PARTNERSHIPS · DISTINCT ROLES, SHARED WORK
How the work each role does lands on the next, and who makes sure it does
A 60-minute session. Everyone answers on their own device; the room sees the results live.
Connecting…
JOIN ON YOUR PHONE
Scan, then keep the page open. It follows these slides. Answers are anonymous, with no sign-in.
The question
YOUR FIRST GUESS · TAP ONE
We won't ask “whose fault is this?” We'll ask “which connections between our roles do I own, and does my work actually land at the other end?”
THE ROOM · FIRST GUESSES
The scenario · who holds what
Nothing unusual. Every EPP has seen this case. The evidence that could have flagged it early is spread across these roles, and no one role holds all of it.
On paper, put your role in the center. Draw a line to every role your work lands on: solid if it's reliable, dashed if it's inconsistent. Mark ✕ where nothing passes between you.
Where it shows up vs. where it started
Most first maps tie every role to the candidate and almost nothing to each other. Toggle to see the lines between roles, and the gaps no one owns. Compare it with the map you drew.
Mutual accountability · what your work delivers
Mutual accountability means knowing how the quality, timing, and visibility of your work affect the next role's ability to do theirs. On the line you drew, which of the three is weakest today? Tap one.
Shared work doesn't require shared tasks. It requires knowing how your work lands.
THE ROOM · WEAKEST AT THE OTHER END
The core idea
Who connects?
The interaction itself. It exists whether or not anyone tends it.
How does my work land on someone else?
The quality, timing, and visibility of my work at the other end of each line.
Will I start, sustain, and repair this line?
I don't wait to be asked. I send what the other role needs, check whether it was usable, and fix the line when it breaks.
Ownership doesn't mean taking over another role. It means not waiting for someone else to draw the line.
Write what ownership looks like for your role, in one sentence: “I make sure ___ lands for ___ by ___.”
How ownership develops
Pick one line from your map that touches your role. Click a stage to hear what it sounds like.
Click a stage. It opens to show what it sounds like in practice and what moves it forward.
WHERE ARE YOU ON THAT LINE TODAY? · TAP ONE
THE ROOM · WHERE PEOPLE ARE
Diagnose your line · on your own
Tap the biggest gap on the line you chose. Then tap where your program's current response to it sits: does it meet the floor or aim for quality, and does it treat the problem as technical or adaptive?
1 · THE GAP ON YOUR LINE
2 · TAP WHERE TODAY'S RESPONSE SITS
THE ROOM · LIVE
READING THE PLACEMENT
Pick a gap, then tap a quadrant.
Compliance is the floor, not the goal. Every program has to meet it, and much of it is carried by roles the whole system relies on.
Technical vs. adaptive: Heifetz, Leadership Without Easy Answers (1994); Heifetz, Grashow & Linsky, The Practice of Adaptive Leadership (2009).
The ownership move
Owning a line takes one of three moves. Tap the one your line needs most right now.
Write the first thing you'd do for that move this month, and who at the other end would notice.
THE ROOM · THE MOVE LINES NEED
Ownership self-rating · on your own
WHERE YOU ARE ON THE CONTINUUM
Rate the statements and the level rises toward Owning.
Write it down: what does my work deliver at the other end of this line? What would I send before being asked, and how would I find out whether it was usable?
Private. Your ratings stay on your device and are never sent.
The line I'll own
Which line will you take the lead in starting, sustaining, or repairing?
Name the two roles on that line and one first step. Name the line, not the person.
THE ROLES · TAP YOURS, THEN THE OTHER END
Purple = LEA partner roles.
Shared anonymously with the room. You can change it any time.
THE ROOM · LINES PEOPLE WILL OWN
Commitment
What will you do, and which line will you own?
One action with a trigger, a who, and a when.
EXAMPLE OF A FINISHED COMMITMENT
If an advisor flags a readiness concern for a candidate, then I will send program leadership the candidate's practice-test and course results by domain within five school days. The line I'll own: I will start a monthly readiness note to advisors, beginning November 15.
THE ROOM · COMMITMENTS SHARED
KEPT ON THIS DEVICE
Back to the question
TAP EVERY ROLE THAT SHARES OWNERSHIP OF THIS
THE ROOM · FIRST GUESS → NOW
Carry it forward
THIS WEEK
Take the first step you named. Tell the role at the other end what you're doing and why.
BY WEEK 2
Was what you sent usable, on time, and visible to the people who needed it? Adjust.
BY WEEK 6
Repeat the self-rating on the same line. Did you move toward Owning? Who else could sustain it?
The place an opportunity becomes visible is not where it started, and not the only place it can be acted on.
Collective context