Ensuring staff are clear about their roles, responsibilities, delegations and accountabilities is important. While position descriptions are a starting point each person needs to discover what their role requires of them and how to apply their knowledge and skills within the role. When this happens we say that a good role-fit has been achieved.
Structured role conversations provide a framework in which managers and their staff explore the role-in-reality as opposed to what is written on paper. These conversations build a robust, shared understanding of what is expected of the individual and the opportunities and challenges they may face. In these conversations, leaders and managers create an authorising environment in which individuals are able to align their skills, talents and potential to the needs of the organisation. Knowing they have their manager’s support empowers employees to demonstrate initiative consistent with organisational priorities.
In addition, structured role conversations ensure that all layers of the organisation are working at an appropriate level. Leaders who haven’t delegated operational responsibilities can be encouraged to do so, while those who haven’t quite made the transition from skilled technician to manager can be supported to reflect on the requirements of their new role. Organisational performance is strengthened by eliminating role creep and achieving role clarity.
Our structured role conversation framework builds smart, aligned organisations.
WE WORK IN GENUINE PARTNERSHIP, BASED ON MUTUAL TRUST AND RESPECT.