How to respond when someone says "that's not my job" like a leader, not a manager
It’s Tactical Tuesday!
Quick note before we dive in:
This is not about tricking people into doing extra work without compensation, changing roles without communication, or overloading already stretched team members.
This is about building a collaborative culture where people support each other temporarily when gaps appear - while still prioritizing their primary responsibilities, well-being, and clarity around expectations.
Great leaders don’t burn people out.
They step into the trenches with their teams, communicate clearly, and create an environment where ownership, care, and support help everyone win together.
Here is the Thought, Tip, and Tool of the week...need Leadership 101 tools? Start here.
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The Thought
Did you know…
when someone says “that’s not my job,” it’s rarely about the task itself?
More often, it’s a signal of overload, frustration, feeling unseen, or a breakdown in team ownership.
Managers argue the words.
Leaders address what’s underneath - and protect the team in the process.
Quote:
“Ownership breaks down when people feel boxed in instead of bought in.” - Unknown
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The Tip
Remember to…
1. Don’t argue the line - uncover what they’re protecting
A manager responds:
“It is your job. Do it.”
That turns the moment into a power struggle.
A leader asks:
“Help me understand what feels outside of your role here.”
“What part of this feels like it’s crossing the line for you?”
This lowers defensiveness and surfaces the real constraint — overload, fairness, or disconnection.
2. Re-anchor the work to team ownership, not job titles
Job descriptions become shields when teams lose ownership.
A manager says:
“Everyone has to pitch in.”
A leader reframes it:
“This isn’t about job titles or descriptions. It’s about how we support the team when something has to get done.”
Then invite ownership:
“How do you see your role supporting the team when things don’t match up line for line?”
Strong teams think in ownership and outcomes, not boxes and boundaries.
3. Set expectations clearly - without shaming
Empathy without clarity creates chaos.
Clarity without respect creates fear.
A manager threatens:
“I expect you to do what you’re told.”
A leader is calm and direct:
“Part of this role is stepping in when the team needs us. That’s the expectation going forward.”
Then check alignment:
“Is there anything about that expectation that feels unclear or unworkable?”
Clarity ends this behavior faster than frustration ever will.
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The Tool
Short Video: Watch how leaders respond when someone says “that’s not my job” - without power struggles, defensiveness, or resentment.
Learn how to uncover the real issue, reset ownership, and protect the entire team.
Watch the viral video on TikTok
Watch this video & read the post on LinkedIn
Watch this viral video on Instagram
Watch this viral video on Facebook
Or watch other CLA videos here on YouTube
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Leadership Question of the week…
Here is the top question this week from our 200+ Leadership Questions (part of our Complete Leader Package. Don’t have these? Get instant access here.
❓Do you feel like your contributions are recognized and valued by the team?
❓Where do you think we could do better in highlighting your work?
❓How can I make sure your efforts are getting the spotlight they deserve?
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Activity of the week…
Here is the top activity this week from our 52 Team Meeting Activity Cards. Don’t have these download? Get your physical copy here OR a printable version as part of the Complete Leader Package.
Check out my Team Meeting Activities Playlist here
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Spark dialogue with your team.
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Thank you for leading like a coach out there!
-Dwight
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