Shifting from Titles to Functions
The key to getting this right is focusing on functions rather than titles. (Stay tuned for our upcoming article on using the Accountability Chart to define scorecard measurables.)
In EOS, we use the Accountability Chart to define the 3-5 key responsibilities for each seat—regardless of who occupies it. It’s not about egos or tenure; it’s about what the business needs.
- Start with structure: Define what the business needs to run effectively.
- Assign the right people: Use the GWC test—do they Get it, Want it, & have the Capacity to do it?
- Communicate it clearly: Once seats are defined, ensure everyone understands who is responsible for what.
The Outcome: Growth, Accountability & Peace of Mind
With clear seats, teams move faster, make better decisions, & achieve more. It’s that simple.
People know what’s expected of them, which builds confidence & empowers them to step up. For the leadership team, it means fewer fires to fight & more time to focus on strategic growth.
So, if you find yourself dealing with dropped balls, people issues, or sluggish growth, take a look at your seats. Plus, stay tuned for our upcoming article on writing job adverts that attract the right people & scare away the wrong ones.
Are they defined? Are the right people in them?
If not, maybe it’s time to tackle your Accountability Chart.
The Tough but Necessary Step: Letting Go When It’s Not Right
(Stay tuned for our upcoming article on handling people issues & why letting go of the wrong people benefits the whole team.)
Sometimes, even with clear seats & well-defined roles, you may find that someone doesn’t align with your core values or simply doesn’t GWC the role.
Holding onto these individuals, hoping they’ll improve, often does more harm than good.
Letting someone go is never easy, especially in family businesses. But when someone isn’t the right fit & there’s no other suitable role, it’s essential to act decisively.
This not only respects the individual but also protects the team’s culture, morale, & overall performance.
💡 Need help getting your Accountability Chart sorted? Let’s chat! I’d love to help you get the right people in the right seats—so your business can grow without the chaos. 🚀
