In high-pressure work environments, it’s easy to assume leadership is about directing traffic—assigning tasks, managing performance, and keeping people in line. But for Eduard Ortega, a Certified Management Accountant (Australia) and finance entrepreneur, real leadership is about something deeper: ownership.
“Anyone can tell people what to do,” he says. “The challenge is helping them understand why they’re doing it—and giving them the space to make it their own.”
Ortega, who leads remote finance teams through his firm Remotely Philippines, believes the future of leadership lies in cultivating clarity, trust, and shared purpose. “When people see the bigger picture, they don’t just complete tasks—they take initiative, solve problems, and lead from where they are.”
He’s quick to point out that this wasn’t always his approach. Early in his leadership journey, Ortega was more directive. “I used to think efficiency came from control,” he admits. “But I realized that micromanagement kills creativity. It tells people you don’t trust them.”
The turning point came when he started focusing not on outputs, but outcomes. That meant empowering his team to own their role, understand the impact of their work, and make decisions aligned with the company’s mission. “It’s not about stepping back—it’s about stepping aside to let people rise.”
Building ownership, he explains, starts with transparency and communication. “You can’t expect someone to care if they don’t know where the company is going. Share the vision. Ask for input. Let people connect their work to the mission.”
Ortega also practices regular check-ins—not just to track progress, but to understand what motivates his team members personally. “Leadership isn’t just strategy—it’s relationship. When you show people they matter, they show you what they’re capable of.”
He believes that in today’s fast-moving business world, leaders who give orders will be outpaced by those who build engagement. “You don’t need to push people when they feel like they’re part of something meaningful. Ownership drives results better than any directive ever could.”
His advice to managers? Stop managing tasks. Start enabling people. “When people feel trusted, informed, and aligned, they don’t just work harder—they work smarter, together.”
