Why This Matters to Me
I have been in too many product discussions where accountability was fuzzy. Everyone agreed something mattered, but no one owned it. Work stalled, deadlines slipped, and frustration grew. I have also seen the opposite, projects where one person stepped up, claimed ownership, and pushed it forward.
That is why the Directly Responsible Individual (DRI) matters. It is more than a process borrowed from Apple or GitLab. It is a mindset shift toward empowerment and clarity.
What Is a DRI?
A DRI is the single person accountable for a project, decision, or outcome. They may not do all the work, but they ensure it gets done. Steve Jobs made the practice famous at Apple, where every important task had a DRI so ownership was never in doubt. (handbook.gitlab.com, bitesizelearning.co.uk)
In my experience, this clarity is often the difference between projects that deliver and those that linger.
Strengths and Weaknesses
The DRI model works because it removes ambiguity. With a clear owner, decisions move faster, resources are coordinated, and teams feel empowered. Assigning someone as a DRI is a signal of trust: we believe you can make this happen. (tettra.com)
The risks are real too. A DRI without proper authority can be set up to fail. Too much weight on one individual can stifle collaboration or lead to burnout. And if organizations treat the role as a label without substance, it quickly collapses. (levelshealth.com, dbmteam.com)
Examples in Practice
- GitLab: Embeds DRIs across the organization, with clear documentation and real authority. (GitLab Handbook)
- Levels Health: Uses DRIs in its remote-first culture, often as volunteers, supported by “buddies” and documentation. (Levels Blog)
- Coda: Assigns DRIs or “drivers” for OKRs and pairs them with sponsors for balance. (Coda Blog)
The lesson is clear. DRIs succeed when paired with support and clear scope. They fail when given responsibility without authority.
Rolling Out DRIs
Adopting DRIs is a cultural shift, not just a process tweak. Some organizations roll them out gradually, starting with a few high-visibility initiatives. Others go all in at once. I lean toward gradual adoption. It builds confidence and proves impact before scaling.
Expect the early days to feel uncomfortable. Accountability brings clarity but also pressure. Some thrive, others resist. Over time, the culture shifts and momentum builds.
Change management matters. Leaders must explain why DRIs exist, provide support structures like sponsors, and create psychological safety. If failure leads to punishment, no one will volunteer.
The Clash with Command-and-Control IT
The DRI model often collides with the command-and-control style of traditional enterprise IT. Command-and-control relies on centralized approvals and shared accountability. The DRI approach decentralizes decisions and concentrates accountability.
I believe organizations that cling to command-and-control will fall behind. The only path forward is to create space for DRIs in product teams while still meeting enterprise compliance needs.
How AI Is Shaping DRIs
AI is becoming a force multiplier for DRIs. It can track progress, surface risks, and summarize input, giving individuals more time to focus on outcomes. But accountability cannot be outsourced to an algorithm. AI should make the DRI role easier, not weaker.
Empowerment and Conclusion
At its core, the DRI model is about empowerment. When someone is trusted with ownership, they rise to the challenge. They move faster, make decisions with confidence, and inspire their teams. I have seen people flourish under this model once they are given the chance.
For senior leaders, the next steps are clear. Identify accountability gaps, assign DRIs to a few strategic initiatives, and make those assignments visible. Pair them with sponsors, support them with AI, and commit publicly to backing them.
If you want empowered teams, faster results, and less ambiguity, DRIs are one of the most effective levers available. Those that embrace them will build stronger cultures of ownership. Those that resist will remain stuck in command and control. I know which side I want to be on.

