Role Driver. Accountability and productivity tool

The painless way to shift how

you and your team get things done

www.roledriver.com

http://www.roledriver.com/

© 2006-2011 All Rights Reserved www.performanceshift.com 1-877 Out of Box (688-6326)

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High growth inevitably causes

a “Capability Gap” in teams

Capability Gap

Capability Gap is caused

by:• Rising customer demands

• Capacity constraints

• Ineffective delegating

• Outdated habits and

processes


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Typical PAIN symptoms are…

Workload overload: Sr. managers are swamped

Under-performers: Not getting needed results

Weak infrastructure: Systems, policies, quality

control, processes

Culture Clash: New people not fitting in/unhappy


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Enables collaborative change

that is low pain for everyone

Set better expectations: “What‟s a good job?”

Get buy-in to change: “How does my job fit in?”

Hire & retain better: “What am I getting into?”

Shift the culture: “Who gets to decide how we

make decisions around here?”

http://www.whosthedriveranyway.com/


Role driver is an honest look in

the mirror

Objectively see what

IS and IS NOT getting

done by everyone

Ask if the way we do

things now fits with

where we want to be

in the future?

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Why Role Driver works…

“People only change when

they accept what’s

actually happening

in the first place.”

Gestalt psychology principle

(Dr. Fritz Perls)

Role Driver overcomes the human

“Deny-Defend-Deflect” obstacles6


Clients achieve surprisingly

painless success!

Staff make most changes by themselves.

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Note the

tabs below

– one per

person

PLUS

summary

reports

Each job is self-defined in high definition inside sophisticated Excel software


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Has four views that roll up into roles

and drill down into accountabilities

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In View 1, staff self-identify

their Accountabilities & Time

Each accountability is linked to a function or department

Accountabilities for outputs of others are called “lead/peer support”

Written in specific “output-action” language across all four views

# Driver Accountabilities Priority

PAST

Avg

Hrs/Wk

Function

1 Purchase seasonal inventory B 1.25 4. Inventory

2 Solve major customer inquiries A 3.00 2. In-store Service

3 Schedule weekly staffing requirements A 1.00 2. In-store Service

4 Produce an annual operating budget A 0.25 3. Finance

5Peer support to Field Sales to build

customer relationshipsA 3.00 1. Sales

6Lead support warehouse staff to fill and

deliver ordersA 2.50 6. Distribution

A common language that gets everyone on the same

page


Results! New Org Structure

Not for profit (education)

Rapid revenue growth and staff size quadrupling

Difficulty integrating new mid-mgmt from the outside.

Culture clarity and shift toward internal talent growth

Major process improvements implemented

Created & developed 2nd Level management team

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Culture shift. Productivity lift!

Carlson Marketing Canada

Extraordinary growth

Much new staff

Results getting bogged

down

Clarified roles by org level

Eliminated meetings

Shifted to more hands-off

culture (“Far”)

Lift in morale and

teamwork

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Higher profits. Lower workload.

Vyn Flowers (home décor)

Extraordinary sales growth

Key sector identified as

low ROI for the workload

Made a major product line

strategic shift

Reduced mgmt staff

Outsourced key roles

Weekends off for first time

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Major shift in management

Etymonic Design Inc. (medical devices)

Continuous double-digit growth

Mid-mgmt performance

challenges

Major staff decisions made to

retain vs let go

Hired new General Mgr to address

need for l/t managerial skills

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Major productivity gains

CRM Software Installers (sales)

Missing installation cost and

timeline targets by up to 300%

Created new managerial tools to

track and hold staff accountable for

time and performance results

Created new project forecasting

system

Achieved major reduction in cost

variances

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Step 1: Profile job descriptions in groups

Step 2: Validate accuracy with their manager

Step 3: Analyze vs. three year strategic goals

Step 4: Re-align roles, org levels, core processes

Step 5: Implement and adjust on-going

Up to five steps to implement:

Do as few as Steps 1&2. Complete in 6

weeks+


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For leaders with a vision for:

Build org capacity, productivity & quality

Engage key managers in the change process

Strengthen customer focus (the „why‟)

Best Employer recruiting & retention goals

Contact John Kuypers, President

[email protected]

1-877-Out of Box (688-6326)www.performanceshift.com

www.roledriver.com

E x p e r t s i n S t r a t e g i c C u l t u r e S h i f t

http://www.roledriver.com/

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Role Driver. Accountability and productivity tool