{"id":69373,"date":"2019-12-08t12:00:46","date_gmt":"2019-12-08t17:00:46","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=69373"},"modified":"2024-08-14t11:26:44","modified_gmt":"2024-08-14t15:26:44","slug":"toss-the-org-chart-for-an-accountability-chart","status":"publish","type":"post","link":"\/\/www.g005e.com\/2019\/12\/08\/toss-the-org-chart-for-an-accountability-chart\/","title":{"rendered":"toss the org chart for an accountability chart"},"content":{"rendered":"

\"blank<\/a>are the right people in the right seats?<\/strong><\/p>\n

by jody grunden<\/i><\/p>\n

\u201cgetting the right people on the bus, the wrong people off the bus, and the right people in the right seats \u2013 these are all crucial steps in the early stages of buildup\u2026\u201d \u2013 jim collins, \u201cgood to great\u201d<\/p>\n

more: <\/b>how to develop your leadership team<\/a> | disc helps remote team work together effectively<\/a> | how core values affect remote work culture<\/a> | 4 ways to bill clients<\/a> | 3 ways to keep client files safe from security threats<\/a> | how \u2018tech stacks\u2019 can help you standardize<\/a> | automation and the future of accounting<\/a> | the rise of the virtual cfo<\/a> | ready to be a virtual cfo?<\/a> | the only three metrics you need to measure staffers<\/a>
\n\"goprocpa.com\"exclusively for pro members. <\/span><\/strong>log in here<\/a> or 2022世界杯足球排名 today<\/a>.<\/span><\/p><\/blockquote>\n

when adam and i first started the company, we didn\u2019t have much organizational structure. we didn\u2019t need it. but as the company grew, it became necessary to develop an organizational structure. there\u2019s a great quote by michael e. gerber in his book \u201cthe e-myth revisited\u201d that says, \u201cwithout the organization chart, confusion, discord and conflict become the order of the day.\u201d
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\nwe got to a point where we realized that adam and i didn\u2019t have clarity around our individual roles, and we were overlapping one another. we needed to have clearly defined roles for one another as well as the people who were working for us. lack of clarity can cause a loss in production.<\/p>\n

when people don\u2019t know what they\u2019re supposed to do or think someone else is handling things when they\u2019re actually not, things can fall through the cracks. this is the exact phenomenon we began to experience. also, people can begin to overlap one another in terms of the work they\u2019re doing, which can lead to stepping on each other\u2019s toes, causing unnecessary conflict.<\/p>\n

developing an organizational structure and clearly defined roles within the company creates a framework for people to work together more effectively. it also gives people an understanding of where they fit within the company and their path to promotional opportunities.<\/p>\n

i call this an \u201caccountability chart\u201d rather than an \u201corganizational chart\u201d because i\u2019m not just talking about a traditional organizational chart like you might be imagining. traditional charts simply tell people who reports to whom. what we did at summit cpa was more than develop a hierarchy outline.<\/p>\n

we brought together our leadership team to clearly define each role within the company \u2013 what are the responsibilities of the role, what is the role being held accountable for, etc. we started at the director roles and one by one looked at each role within the company to determine if we had the right people in the right seats. we discussed what we would need to change about each of those roles in order to be innovative and prepared for the way the upcoming changes in the industry would affect us.<\/p>\n

in doing so, we used the gwc tool from gino wickman\u2019s book, \u201ctraction,\u201d asking three questions about each of our people within their roles:<\/p>\n