Anybody in the Accountability Chart who has people directly reporting to him/her has the primary responsibility of LMA. If you manage anybody, even if you’re only managing contractors, the primary job is to Lead them, Manage them, and help hold them Accountable (LMA). These things are our main obligations as leaders. Here’s the added secret: […]
Accountability Chart
Accountability Chart & Delegation
Here’s the takeaway: An Accountability Chart simplifies delegation. When business owners first launch their business, it’s just them. For many solopreneurs, they are the company. This means that delegating can be nearly impossible or they have to go to an outside contractor. How can they find other people who can carry things on just […]
Structuring Organizations for Accountability
Here’s the takeaway: Each department needs to own their structure. The first question is always, “Is it the right structure?” Without thinking about people or titles, are each of the seats on your leadership team responsible for 3-5 critical functions in the organization? Remember, people need to know what they’re really expected to do, so […]
How To Structure for Accountability
Here’s the takeaway: Each role should be accountable for three to five responsibilities, not 87. As leaders, it’s our obligation to make sure that everybody knows what they’re supposed to do. If two people are accountable for an organization’s function, nobody’s accountable. Only one person can be accountable at any one time for a task. […]
Integrator or Visionary: What’s the Difference?
Here’s the takeaway of this post: An Integrator is a great filter between a Visionary and the team. As we build an efficient structure for this company, the general intention is that we go through and start with structure, what it is that people want. Then, we build the right structure of what it should […]
How to Create The Ideal Leadership Team
Here’s the takeaway: Design your company structure with clear roles in mind. In my last post, we outlined how visualization is the key to creating an efficient structure. First, your leadership team should imagine that they’re high-paid consultants for another company in any distant but similar city (for Omaha, I often use Austin, Texas). […]