By Tiffany Goodlet

Is this going to work? Do I have the right strategy? Can my team do it? Are they in the right roles? Where are the gaps?
If you have ever asked yourself or your team any of these questions, this short article is for you. Read on!
Structuring Your Business
Whether you are new entrepreneur or have an established business that has been operating for years (maybe even running on EOS) building and regularly reviewing your business’ strategy and organizational chart is an important exercise. It also be challenging.
An organizational chart will help you to plan how your business strategy will be implemented, and by whom. This is foundational work: get the structure (roles and responsibilities) in place, so that everyone knows how their work contributes to the goals, mission, and purpose of your organization.
One of the most common issues faces by leaders is to separate the people (and personalities) from the role itself. If you have a business coach, consultant or an 'EOS Implementer', they will work through this exercise with you and your team to ensure that you are clarifying the requirements of each role before you start putting names in boxes. (This kind of impartial, objective facilitation is incredibly helpful.)
If you are working through this process on your own, we recommend following the steps in the book Traction by Gino Wickman.
In our consulting and recruitment work with business leaders and entrepreneurs we recommend:
i) identifying the key, pivotal roles in your organization,
ii) discussing the requirements for both today AND the future, and then
iii) discussing who should/could take on the role.
Key/Pivotal Roles
These are mission-critical roles that need to be done every day. They are easy to identify because the thought of losing, whomever is doing that role/work today, will cause cortisol to be released in your body. It would be very stressful! Revenue might decline, customer loyalty or brand reputation might become at risk, costs may skyrocket, health and safety incidents may increase – bad things!
Identifying these key roles is the first step in ensuring you have the right team in place for success.
Requirements for Today and Tomorrow
Once you have the key roles identified, think about the top 5 responsibilities and accountabilities of each role.
What is the work that needs to be done through this role, not just today, but in 2-3 years from now as well?
Will the work requirements change?
Whatever these top 5 areas are, confirm that they will be the ones needed to achieve your 5 year or 10-year strategy.
Matching People to Roles
Here comes the tough part. Be honest about the capabilities of you and your team to match what the business actually needs to achieve your strategy.
You will have gaps. Every business has gaps. The key is to know what those gaps are and how you will fill those gaps.
Here is a simple exercise to get you thinking about “future-proofing” your team.
Below is a 2 x 2 chart with degree of revenue growth required the next few years (X Axis) and the degree of change/innovation required (Y Axis).
Now label plot your business on this chart in three spots:
1. Today – year-over-year sales growth (X Axis) and degree of change to your products/services (Y Axis)
2. 5 Years from now
3. 10 Years from now
Where is your business today and where are you going?

Now consider where you would plot your team members on this chart. Be objective. Think about the kind of experience they have - their leadership “sweet spot” - and in which situations they are most successful.
Where would plot your team members? Where is their “sweet-spot”?

Compare where you have placed your team members and where your company is going in the future. This will allow you to see where you have gaps. Again, every business has gaps. If they are small, many leaders can learn and adapt with focused development and motivation. Large gaps are more difficult – an operational leader is very different from a true transformational leader; they have different personalities, experiences and appetites for risk. That would be a big gap.
If you would like a sample template with questions to help you think through “future-proofing” your key roles, feel free to email us; we will be happy to share one with you.
About Good-Wil Consulting Inc.
Good-Wil Consulting is a women-led executive search and advisory firm. We are on a mission to help purpose-driven leaders achieve great things. Together, we help our clients build successful and purpose-led leaders for the future. Through our executive search, succession planning, and coaching services, we help entrepreneurs and other purpose-oriented leaders find and develop exceptional talent.
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