Situation: A company has grown largely through the determination and energy of the founding CEO who is still the principal business development resource. The CEO wants to move from day-to-day focus to a leadership role, planning for the future. How have you evolved from principal doer to leader?
Advice from the CEOs:
- Start by developing and managing an organizational chart for the business.
- Create the organizational chart initially by role and responsibility.
- Match existing people to the roles. Individuals may fill more than one role, but be sure that the individuals are suited to the roles to which they are assigned.
- Give ownership of areas of responsibility to others.
- Make it clear for each area of responsibility that the individual assigned is now in charge.
- Match projects or assignments with individuals’ abilities and available time.
- Establish quarterly or annual performance objectives WITH as opposed to FOR each individual – objectives that support company objectives.
- See that people are rewarded for their results – both soft and monetary rewards – as appropriate to the responsibility held by each.
- While you continue as the lead of business development, hand off new clients to others as soon as you get them on-board. Let others take on the customer nurturing and maintenance roles. Establish a plan to replace yourself in this role.
- The EMyth Revisited by Michael Gerber provides a soup to nuts recipe for moving from doer to leader of a company. Everything starts with your organizational chart.
Key Words: Leader, Doer, Role, Focus, Organizational Chart, Org Chart, People, Match, Ownership, Responsibility, Performance, Objectives, Reward, Results, EMyth, GerberTweet