Words shape culture. They reveal how we see ourselves, how we value others, and how we define success. Sometimes the smallest word choice says the most.
I was reminded of this recently while watching the Golden Globe Awards. As winners stepped on stage to accept their awards, many thanked collaborators, teams, and partners—but then followed it with phrases like “my team,” “my people,” or “my crew.” It stood out. Not because gratitude wasn’t present, but because ownership was implied where collaboration truly existed.
That moment sparked a simple but powerful question: Why do we default to “my” when “we” or “our” tells a far more accurate—and respectful—story?
The Subtle Power of Language
At first glance, “my” may seem harmless. It’s common, familiar, and often unintentional. But language carries weight, especially in leadership, business, and creative industries.
When we say “my team,” we subtly place ourselves at the center of the achievement. When we say “our team” or “we,”we acknowledge shared effort, shared responsibility, and shared success.
The difference may be only a few letters, but the message behind it is enormous.
No One Owns the People They Work With
One of the biggest issues with “my” is the implication of ownership. People are not assets. They are not extensions of one person’s vision or success. They are independent contributors, each bringing unique skills, perspectives, and effort to the table.
Great outcomes—whether in business, film, sports, or marketing—are almost never the result of one person alone. They are built through collaboration, trust, and mutual respect.
Using “we” reinforces an important truth: no one is more important than anyone else on the team. Success doesn’t belong to a single voice—it belongs to everyone who helped make it happen.
“We” Builds Culture. “My” Builds Ego.
Leadership isn’t about control. It’s about alignment.
When leaders consistently use “we” and “our,” they create a culture where people feel valued, included, and invested. It communicates, “You matter here. Your contribution counts.” That sense of shared ownership fuels motivation, loyalty, and pride.
On the other hand, overusing “my” can unintentionally create distance. It positions the speaker above the group instead of within it. Over time, that subtle separation can erode trust and weaken team dynamics.
Strong teams aren’t driven by ego. They’re driven by connection.
Shared Language Reflects Shared Success
At Dubek Media Group, collaboration is at the heart of everything we do. Creative work thrives when ideas are challenged, refined, and elevated by multiple voices. No campaign, video, or brand story is the result of a single person’s effort.
Using “we” isn’t about diminishing leadership—it’s about strengthening it. It shows confidence, humility, and an understanding that the best results come from collective effort.
When success is shared in language, it’s shared in spirit.
A Small Shift That Makes a Big Difference
This isn’t about policing speech or calling people out. It’s about awareness. About pausing for a moment and asking, “Is ‘my’ really accurate here?”
More often than not, the answer is no.
Choosing “we” or “our” is a small adjustment that sends a powerful message:
- We respect each other
- We value collaboration
- We recognize that success is never singular
And in a world that often celebrates individual accolades over collective achievement, that message matters.
Final Thought
Awards, wins, and milestones may spotlight individuals, but they are built by teams. Language should reflect that reality.
Because when we win together, we should speak like it—not as owners, but as collaborators.
Rich Dubek is a former Emmy-winning TV journalist and the President of the Dubek Media Group. DMG specializes in crisis communications, including media training, messaging, on-camera coaching and video content creation.