See also: Developing Role Clarity and Training Plans

Accountability Chart

Organizations of more than 10 people start struggling with roles and accountabilities. We believe the best method for this work is not an org chart or a RACI matrix, but an accountability chart as proposed by Gino Wickham and Tom Bouwer.

Great organizations define and implement the right structure that will most effectively deliver services to the customer. The right structure is the simplest/best one. It keeps roles clarified, reporting lines clear, facilitates strong Decision Velocity, and enables communication flow.

In an accountability chart, every employee must report to only one boss. For each seat in the company, 5 bullet points clarify the major roles of that job. When it’s complete, every seat in the company is defined with clear roles and responsibilities. The purpose is not to show every name, but to show every function. For example, there might be one “seat” indicated for “Sales”, but 7 salespeople.

Once clear roles are established, you may see some changes in the organization. This is normal - it’s a sign of the company getting healthier and stronger.

Scorecard

Imagine a workplace where everyone knows exactly what you, your department, and your organization are doing. A scorecard gets us there.