Build Out The Role Results Statement For Your Team
March 13, 2018 7:55 am
There is one thing I didn’t cover off previously, and this is how you can build out the role results statement for each position in your company, to give clarity on the people in your team and exactly what’s expected of them, to move them towards your vision.
So let me just connect you on that.
I’ve covered it kinda briefly on this slide but I think it’s really important for you to get clear on why it’s important on this.
So, just checking in to the org chart, this is what your future org chart could look like in 12 months.
This is what you’re working towards in the next 12 months. You can build one of these for the next 3, 5 years but for now this is what it could look like.
What are the roles involved in this org chart?
What are their responsibilities?
What are the outcomes of each one of these roles?
Super important because it’s gonna define how you’re gonna actually move towards your vision.
I’ve created a document, which is called, Example Role Outcomes. You can get access to this, I will post it below this video for you to download. There’ll be some examples, with dates, but by all means you can remove it to fit in your own.
I just wanted to give you a start on how the kind of language we’ve used in our business to create clarity for team members, to help them understand exactly what’s expected of them.
To hire people when they’re coming in. To be able to say, ‘Okay, well, you’re coming in as this part of the business. That could change, but right now this is your role. This is how you’re attached to the overall progress of the company and this is what’s expected of you in terms of the outcomes that you want to deliver.’
To show them how the cogs turn in the machines and their role within that is essential to the onboarding process, and how smoothly that goes overall.
It talks about why the position exists and what is the result of that position and what are the outcomes you gonna need to move you towards where you wanna go.
This creates certainty, confidence and immediate buy-in. It gives the team members pride, ‘Yes I am part of this team, this is my role. This is how I do things’.
It makes them more productive. It also grows them into leaders because they can see, the potential development route. They think ‘Oh wow, I’m actually here right now but I can move up to this position.’
As a COO, as a Leader of your company, you wanna be connected with your team members. We have one-on-one sessions once a month with each team member where we talk about their progress, and where they’re going. You can discuss development paths in your one-to-one with them.
During the one-to-ones we check in, we go through the wins they’ve had. We see if there is any way we can support them, coach them, or we really wanna find out what they want to learn and we empower them to develop themselves and to have their own personal journey within our company.
Those results are gonna be essential in helping you get clarity on what each person is supposed to be doing. Otherwise it’s just a bunch of lines and boxes. Really having this clear in your company is gonna make a huge difference.
Just showing exactly how we’ve done it. Again, there’s a sheet you can use like this and there’s also going to be a PDF that you can get to use.
Basically, all we’ve done is, you have to map out the title. So, in this case, you’ve got Opportunity Finder, which is here. We’ve got reports too, Product Business Development Manager which is this person above them.
In this case, it’s still you. It’s just to give structure at this moment in time. Eventually you can have someone in this position but right now it’s you. And, this is the Launch Manager right now, and this is the attempt one.
Again, this is not gonna to be perfect, it’s going to be refined every time. So what we’d like you to do is to put the first attempt of the outcomes and then we add the next one, and here’s how you’ve got a history of how that role evolved overtime.
In this case, you can get an understanding quickly by the language that we used. It’s all about what’s the results are for that Opportunity Finder in the business. Of course, it’s all about finding relevant opportunities for us to go ahead and investigate, and get analysis on to figure out where you wanna figure out if we wanna go ahead and launch them.
There’s role results for every single person on that org chart, so you can see what’s expected in terms of outcomes and a lot of time there’s a why on there as well.
That’s it for this video, and go ahead, and you’re gonna have access to this to fill in. Use your own language to fit your brand, your company culture, and you can share this with the people in your team to let them understand, ‘Okay this is my role.’
It’s gonna be really amazing for them to get clarity on that and say, ‘Okay, I’m not just doing all this random stuff. This is me, this is where we’re gonna go and this is how I crucially play a role in the outcome of the business.’
P.S. When you are ready, there are 3 ways we can help you.
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2. Join our Mastermind and be a Case Study
I’m putting together a new case study group… stay tuned for details. If you’d like to work with me on your scale plans… just reach us in Facebook with “Case Study” in the message. We help you fully systemise your Amazon business. We also have a Pool of Pre-Coached, Pre-Screened A Players from the Philippines ready to deploy into your business. We have partnered with an Award Winning Peak Performance Coach in Manila to train your new staff on Mindset and Skill. This group are hungry and ready to start creating impact in your business. You’ll have pick of the bunch.
3. Work with me and my team privately
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