TEN PAIN POINTS (of a business that no longer fits your future...):

1. Working long hours continuously?

2. Spending significant time verifying/checking subordinates' work before it goes out?

3. Wide, flat organization with no one ready or able to take over your job?

4. Worried that you can't keep up the pace (or don't want to)?

5. Harder to hold people accountable for producing results as promised?

6. Wishing you could do the work you love, not the work you have to do?

7. Trouble integrating new employees with the veterans?

8. Not sure where to begin so avoiding the whole issue of organizational change?

9. Thin management structure with meaningless titles and multi-hat responsibilities?

10. No time to think about the three to five year long-term plan? (including an exit strategy?)

FOUR PROBLEMS KILLING YOU

Firstly, you are so busy, you can't find time to fix the overload.  In fact, solving the overload will ADD work to your already heavy load.  You're on a treadmill and there is no obvious way to get off.  Yet what if you're forced to get off, by sickness or accident?  Or, what if you just want to do something else with your life?  How will you make this happen smoothly and successfully?

Secondly, too many people report to you and/or your partner(s).  Everyone wants a piece of your time and you've only got 24 hrs in a day to give.  Veteran employees have learned how to leave you alone.  It's the new ones that aren't working out so well.  They're frustrated and so are you because they're not fitting in very well and things are even getting negative.  Not fun.

Thirdly, you are the quality control department.  If you don't doublecheck things before they go out the door, errors and breakdowns will happen.  No matter how many times you catch the mistakes, something always gets missed.  This eats up major amounts of your time. Let's not even talk about how frustrating this is.

Fourthly, there is important strategic work that no one is doing.  What is your plan for new business?  What is your succession plan?  What is your plan to build a foundation underneath your growth, from HR to IT systems to facilities?  If you want results in three to five years in these areas, you have to start now.   If you don't, your competitors may pre-empt you, or you may not have a business someone is willing to buy, or your quality may decline because you can't keep up the pace.  This is called a freight train in-waiting.

Feeling overworked?  We can solve that.

FIVE THINGS YOU NEED TO CONSIDER:

You need to build an organization that is designed to transfer knowledge effectively, so that no one person is indispensable, especially you.  Transferring knowledge does two things.  It creates asset value for the owners because the business becomes transferable and therefore saleable & more valuable.  It also moves work from 'you' to 'them,' freeing your time for other priorities.

You need to infuse new managerial strength at the top.  You can learn more managerial skills yourself, or you can hire someone else to do it for you.  Either way, you need a talented person to be in the crow's nest looking after the longer term future of the company.

You need to document and improve your core processes.  This is called building a 'quality control' system that ensures your company can duplicate its success as it grows, no matter who is doing the work.

You need a succession plan that ensures you have a way to exit and new owners/managers have a way to enter. We call it an entry plan - how will others get into your business - as employees, managers and as investor/owners.

You need a reliable, proven means by which to facilitate this level of major strategic and organizational change in a minimalist, non-intrusive way.

WHAT IS ROLE DRIVER?:  

We offer Role Driver, which is an Organization Building System that provides a remarkable, cooperative way to transition smaller organizations into smooth-running, self-sustaining, high performance entities.  Role Driver is part of a larger, five-step consulting process that helps owners and general managers grow their organization and their people to service an ever-growing revenue base and to build long-term stakeholder value.

Role Driver works like an accounting system for roles & responsibilities.  Your accounting system gathers financial data by invoice.  Role Driver gathers workload data by accountabilities.  Each person involved (typically white collar employees) breaks down their own job into 15-25 job accountabilities (micro-jobs) that make it easy to shift, streamline and shrink work.  Role Driver is a one-time investment that provides an on-going foundation for change that is anchored in employees' own perception of the work they actually do.

Role Driver provides a unique capability to evolve your organization in a way that is inviting and non-threatening to your employees.  Role Driver defines and analyzes the entire workload of the organization, allowing you to objectively alter work assignments and core processes to align with strategic goals and productivity/quality expectations.

Role Driver gives you and your staff a common language that you can rely on to manage your staff's priorities and performance.  Contact us for a LIVE TOUR right from your desktop.

FEATURES & BENEFITS OF ROLE DRIVER:

Role Driver creates an org chart that reveals the "truth" about the multiple jobs that people in smaller organizations typically carry.  Role Driver uncovers as many as double the number of jobs vs the number of people employed.  Each role is anchored in people's own definitions of what they do, making organization changes credible and trustworthy.

Role Driver makes clear and visible what needs to be done structurally at the top of the organization to build bench-strength.  Using our powerful organizational charting system, you will create a clear and visible evolution that employees easily grasp and completely understand. People buy in to change they understand.  Role Driver overcomes employee resistance to the traditional "black box" of change based on subjective opinions.

Role Driver provides a visible career path for employees, increasing employee retention and willingness to take on new roles.   This motivates people - they actually want to do more and you will empower them, while liberating yourself.

Role Driver involves every key employee in the on-going building of a vibrant, growing business.  Thjs participative style reduces resistance, de-personalizes the change process and keeps valued relationships whole and happy.

Role Driver identifies important work not being done that we call 'homeless'.  This is the important work that no one is doing, often in areas such as HR, IT, Planning, Strategy, etc.  Employees find it gives them hope for important changes, while top managers find it separates fact from fantasy about what is really needed.

THE FIVE CORE STEPS IN THE ROLE DRIVER PROCESS:

Contact us to learn more.  We know change is necessary and it's tough.  We are experts at making it as reliable, logical and predictable as possible.

To build your organization so it runs smoothly for years to come, call John Kuypers, Chief Builder, at 1-877-688-6326 (1-877-Out of Box)