Running a business is not for the faint of heart! Maybe you’ve spent years working your way to the top or took the leap to start your dream business, only to find the reality is a bit more complex than you imagined.
The responsibilities multiply, the stakes get higher, and suddenly, you’re not just focused on your own career but on the careers of an entire team. Every success and every challenge is a shared experience now.
Here’s the thing: your team is your organization. They’re the ones driving the day-to-day, bringing your vision to life, collaborating, and innovating. It’s safe to say a lot depends on having an effective team, right?
But there’s a catch.
You’re a CEO, not an HR generalist or specialist. You didn’t train for years to master hiring processes or to understand the complexities of team dynamics and individual motivations. Getting the right people in the right roles? It’s not as easy as it sounds.
Trust me, I’ve heard from many clients over the years through my People Operations Services with The Boardroom League. What I’ve heard again and again is that they want to focus on vision but are in over their heads with figuring out the people puzzle.
I’m not just talking about spotting underperformance or fine-tuning efficiency. I’m talking about something deeper: ensuring each team member is set up for success in a role that maximizes their strengths and keeps them (and your organization) moving forward.
It all comes down to this:
Is your team effective? And if not, why?
Let’s start with the basics.
First, What Makes an Effective Team?
I’ll let you in on a secret. The key to building an effective team isn’t about spending hundreds of hours on hiring and finding the perfect choice for that seat.
It’s about adopting a holistic approach to your business.
Here are six essential areas to consider:
- Vision: Does everyone understand and align with the company’s vision and mission?
- People: Are team members in the right roles, with room to grow alongside the organization?
- Data: Do you have KPIs in place and review them regularly?
- Issues: Is there a straightforward process for communication and conflict resolution?
- Process: Are there standard operating procedures and processes to maximize their potential in their roles?
- Execution: Are team members held accountable for their goals?
Each area matters and is something The Boardroom League can guide you through, but let’s zoom in on one foundational element: having the right people in the right seats.
It starts with this . . .
Creating Your Team Blueprint with Org and Accountability Charts
Before diving into our five-step approach, let’s talk about roles and responsibilities.
This is where organizational (org) and accountability charts come into play.
Org Charts
Your org chart is basically a snapshot of your team’s structure and reporting relationships. Some examples include:
- Hierarchical Chart: A traditional top-down structure with a clear chain of command.
- Matrix Chart: A structure that allows the team to report to multiple managers, ideal for cross-functional projects.
- Functional Org Chart: This structure groups your team by department (e.g., sales, marketing), based on their function.
- Divisional Chart: This structure separates teams into semi-independent divisions by product, market, or region.
Pro Tip:
Once your org chart is clear, move on to . . .
Accountability Charts
The accountability chart goes a step further. It spells out each role’s specific responsibilities and goals, providing a clear understanding of expectations and how success is measured. You’ll want to map out tasks, goals, and metrics to define how success is measured in each position.
Now that we’ve covered the foundation, it’s time to understand-
Pro Tip:
The 5-Step Approach to Assessing Team Effectiveness
With your org and accountability charts in place, it’s time to assess if your team members are in the roles that best use their strengths.
Step 1: Align Charts with Company Goals
Review both the org and accountability charts to ensure they reflect your company’s current goals, values, and growth objectives. Each role should have a clear purpose that supports the company vision.
Step 2: Evaluate Role Fit by Responsibilities and Skills
Check the accountability chart to see if each team member’s skills and strengths match their role’s demands. If there’s a skill mismatch, consider if training would improve fit.
Step 3: Identify Gaps and Overlaps
Look for any gaps in responsibilities or overlaps that might lead to inefficiencies. If you see any, it’s time to make adjustments to clarify who is responsible and streamline workflows.
Step 4: Assess Team Members’ Engagement and Performance
Gather feedback on each team member’s performance based on the expectations for their role. This is where the KPIs come in. Also, during annual reviews, have an open conversation about their goals and career growth possibilities.
Step 5: Plan Adjustments and Realign Roles as Needed
Use your findings to make necessary adjustments to the charts or your team. This might include shifting responsibilities, providing development opportunities, or even reassigning team members to roles where they can thrive and contribute more effectively.
Pro Tip:
CONCLUSION
Building an effective team isn’t about finding a unicorn for every role. It’s about creating a structure where each person knows their impact, feels empowered to contribute, and has the skills to make a difference.
With the right people in the right seats, your team will help carry out your vision AND make it thrive.
If you need help solving the people puzzle of your organization, including:
- Hiring;
- Team management;
- Org and accountability charts;
- Communication strategies;
- Identifying and filling skills gaps;
- Optimizing systems to increase productivity;
- Team handbooks;
- Standard operating procedures;
- Designing performance metrics and more!