We live and work in an environment of non-stop change. As organizations adapt to changing technology and increasing competition in a global marketplace, old organizational structures require redesign to ensure effectiveness to support role clarity and accountability they need proper management coaching to deliver results.
Moreover, as the ground shifts, old roles, and positions adjust for newer roles. Role clarity and accountability require clarification and proper management coaching towards results if the organizations are to remain effective.
When we work with teams in a fast-paced and changing work environment we often hear individuals ask, “What is my role?” or “Who is accountable for those tasks?” Lack of role clarity and accountability results in work falling through the cracks and customer expectations not being met. The results can be disastrous.
What we do know is this: Genuinely people have a strong desire to fulfill the expectations and accountabilities of their role. As part of strategic management, individuals, teams, and even organizations need to have a clear definition of their roles, an understanding of the interdependence of roles within the organizational structure, and finally, clear alignment of roles and structure to achieving the organization’s mission, purpose and priorities.
Management Coaching Tips: 5 Actions to Support Role Clarity and Accountability towards Results
The following set of actions works equally well in aligning and defining role clarity for individuals, teams, and organizations. The actions presented here are best achieved in a team environment with the right people collaborating to complete each step in the process.
1. Be clear about Purpose and Priorities to Achieve Desired Results
Define in clear terms: The customer- who you exist to serve; The customer need- how you add value in fulfillment of that need; and, What makes you truly unique in your value proposition to your customer. Identify and focus on the essential key priorities that are required in the delivery of your unique value.
2. Define Critical Success Factors required to achieve the Purpose and Priorities
Identify the critical success factors required by you, your team, and/or your organization in the delivery of the value in fulfilling the customer need.
3. Identify the Mission Critical Functions and Tasks to meet the Critical Success Factors
Based on your critical success factors, define all the work required – key functions and tasks. Be as clear and comprehensive as you can. This action usually takes time to complete. Patience is required as “the devil is in the detail”.
4. Align the Functions and Tasks into Roles and Positions to Achieve Results and Accountability
Logically align the identified functions and tasks into roles and positions that are matched with the skills and capabilities required. Align the roles within the group or organization’s hierarchical organizational structure and identify the interdependencies of roles.
5. Communicate, Communicate, Communicate…. to facilitate Management Coaching towards Results
Effective implementation of revised roles and accountabilities is the most important action in supporting role clarity. This works well when all individuals with revised roles and positions can effectively communicate their understanding to all other stakeholders impacted by the role, including interdependencies.
**Leaders: When you are communicating role clarity to the individual who is directly impacted, take time to describe the value of the functions and task in terms of the customer and include information about the alignment of the role to purpose and priorities.
Groundwork to Adopt Management Coaching towards Results:
- How clear are you about tasks, requirements, and accountabilities of your role, your team, and in the organization?
- How well are roles and accountabilities understood across the team and organization?
- How well aligned are roles and positions to fulfilling the team or organization’s purpose and priorities?
For more information on kesa’s approach visit the Strategic Management section of our website.
Dave was co-founder of kesa along with Mark Bosworth. His first career was as a highly successful national champion college basketball coach. He shifted his career with Mark when they started KESA in 19989. Dave retired from KESA in 2019 but we still enjoy access to his best thinking. He brings an extraordinary amount of experience and insight into his Blogs and we know you’ll gain as much as we and our clients did from his perspective.