Speed Up Decision-Making with the DRI Method
Could your team benefit from faster decisions? When it feels like everyone needs to weigh in on every decision, leadership often disappears and progress grinds to a halt. Back-to-back meetings pile up, ideas swirl, but no one calls the shot. Decisions get watered down in an effort to make everyone happy and no one feels truly responsible.
The result? Decision paralysis and a lack of accountability.
If this sounds familiar, your team doesn’t need another brainstorm.
It needs a DRI—a Directly Responsible Individual.
What Is a DRI, and Why Does It Work?
A DRI (Directly Responsible Individual) is exactly what it sounds like: one clearly named person who owns a decision and is accountable for driving it forward. They don’t just facilitate discussion or take notes, they lead.
Important:
DRI isn’t a decision-making method.
It's a role that brings clarity to any decision-making process whether you’re using authority, consult-and-decide, or consensus.
In fact, DRI can strengthen consensus-based decisions.
By assigning one person the responsibility to move the process forward, you speed up dialogue, surface tensions early, and ensure real follow-through and accountability without losing the power of collective input.
Here’s why it works:
It eliminates ambiguity. Everyone knows who’s leading the charge.
It accelerates progress. Input doesn’t have to mean endless debate.
It builds leadership muscle. People step up when they know it’s truly theirs to own.
When you name a DRI, you’re not cutting people out, you’re making it possible for the team to actually move.
Why Consensus Alone Can Slow You Down
Consensus is a powerful tool when values are at stake, or when decisions cut across multiple teams. (Learn more about when and how to use consensus well.)
But without a DRI, consensus efforts can stall out:
Speed: Decisions drag on for weeks chasing total buy-in.
Clarity: If everyone’s responsible, no one is responsible.
Energy: Leaders burn out trying to please everyone.
Assigning a DRI doesn’t eliminate consensus, it makes it work better.
The DRI helps gather perspectives, weigh tradeoffs, and lead the group toward a clear outcome without getting stuck.
When to Use a DRI
Lean on the DRI model when:
The decision is time-sensitive.
Delay poses a bigger risk than a mistake.
The person chosen as the DRI has enough political credibility and trust.
Too many cooks are slowing the kitchen down.
The DRI approach may not work when:
The decision impacts multiple departments equally and there's not enough political credibility (yet) for one person to own and drive the cross-functional decision. The solution: get the department heads to align and empower one DRI together.
Shared values or organizational identity are deeply involved.
Remember: DRI isn’t the only tool.
But if you need to speed up decision velocity, it might be the missing piece to unlock momentum.
How to Use the DRI Model (and Keep Trust)
When done right, the DRI approach creates a healthy balance: Clear ownership with broad visibility and meaningful input.
Here’s how:
1. Name the DRI Clearly
Say it out loud: “Alex is the DRI for this decision.”
That signals to the group:
Input is welcome.
Final accountability rests with Alex.
Tip: Include the DRI’s name in decks, meeting notes, and project plans. Visibility matters.
2. Define the Scope
Set the DRI up for success. Be clear:
What decision are they making?
What boundaries or constraints do they have?
Whose input should they seek?
Empowerment only works when it’s paired with clear expectations.
3. Invite Input Without Diluting Authority
A good DRI listens but doesn’t try to make everyone happy.
Support them by:
Helping identify key stakeholders whose input matters.
Coaching them to filter feedback thoughtfully.
Reminding the team: input ≠ veto power.
As a leader, your job is to back the DRI even if you would have made a different call.
4. Normalize Mistakes
Sometimes a DRI will make the wrong call. That’s leadership. That’s learning.
The real risk isn’t a bad decision, it's creating a culture where no one feels safe to make decisions at all.
Support ownership by:
Talking openly about risks and lessons learned.
Debriefing decisions without blame.
Asking, “What did we learn?” before “Who messed up?”
The goal isn’t perfection. It’s progress.
From Authority to Accountability
Being a DRI isn’t about control. It’s about follow-through.
After a decision, a DRI is responsible for:
Communicating the decision clearly.
Aligning the team on next steps.
Tracking execution and adapting as needed.
And your role as a leader?
Support them publicly.
Especially when the decision was thoughtful, data-driven, and values-aligned.
That’s how you build leadership strength at every level.
Empowering Leadership Isn't About Ego. It's About Service.
Great leaders don’t hoard decisions. They assign ownership with care and trust.
When you name someone DRI, you're telling them:
“I trust your judgment.”
“You’re empowered to lead.”
“We’ll back you, even when it’s hard.”
That trust moves teams from endless talk to real action.
Don’t wait for alignment to happen.
Create it by naming the person who can move you forward.
Need Help Embedding This in Your Culture?
We’ve seen firsthand how one small shift like enjoying a DRI, can unlock speed, confidence, and clarity across teams. If your organization is stuck in consensus loops or hesitating when it’s time to act, we’d love to help. Reach out to Regroup to explore how we can build decisiveness into your culture one clear call at a time.
