Home > Tactics > Equal Contributions > DRIs - Directly Responsible Individuals

Problem: Without a clear person in charge, projects can slow down because no one feels fully responsible.

Solution: Assign one Directly Responsible Individual (DRI) for each project to make decisions and ensure it gets done, keeping things organized and moving quickly.

Intro:

The concept of a Directly Responsible Individual (DRI) was pioneered to ensure that every project or initiative is firmly in one person’s hands. This person—whether a team leader, manager, or even an executive—is ultimately accountable for the project’s success or failure. Their role centers on ownership, ensuring that any task or objective has a clear point of responsibility, avoiding the ambiguity that can often slow progress in teams.

Tools:

• While the DRI may not complete every task themselves, they’re responsible for seeing the project through, coordinating resources, and making sure goals are achieved.
• Their role involves:
• Identifying what’s needed to move the project forward.
• Leveraging team strengths and individual skills.
• Collaborating widely, gathering input, and ensuring alignment among stakeholders without diluting the ultimate authority that comes with their role.
• The DRI is the empowered decision-maker. They encourage open collaboration but are not obligated to justify each decision exhaustively, as over-explanation can stifle progress.
• By allowing DRIs to act decisively, teams avoid decision fatigue and “under-the-radar” actions due to excessive feedback loops.
• For a DRI to be effective, they need the trust and autonomy to make decisions.
• Encouraging DRIs to act with openness and to invite feedback from all levels strengthens their decisions, but it’s essential to balance feedback with action.
• Teams thrive when the DRI can move forward, considering diverse perspectives without getting mired in approval processes.
• DRIs must combine accountability with key traits:
• Detail-oriented yet strategic, maintaining focus on the end goal.
• Calm under pressure, especially near deadlines.
• Effective listeners who can assess input without losing sight of priorities.
• Adaptable and proactive in overcoming potential setbacks.
• Skilled at communicating objectives, progress, and adjustments to keep everyone aligned.
• DRIs drive results not just by assigning tasks but by motivating and aligning their teams around the vision for success.
• This means engaging in two-way feedback, even if they don’t directly manage every team member.
• In organizations where responsibilities overlap, the DRI’s clarity of purpose helps team members understand their roles and how they contribute to collective success.
• Some organizations simplify traditional responsibility models (like RACI) into a DCI framework, emphasizing:
• Direct Responsibility: The DRI who ultimately owns the project.
• Consulted: Subject-matter experts who provide insights.
• Informed: Those kept up-to-date on progress, primarily at milestones or completion.
• This DCI approach allows organizations to make decisions with clarity, avoid bottlenecks, and reduce bureaucratic inertia while ensuring the right people are kept in the loop.