Let’s get straight to the point—clarity is the number one need leaders must meet to deliver outcomes effectively. Without clarity, teams struggle to navigate competing demands, shifting priorities, and poorly documented processes. When overwhelmed, they often find detailed instructions hard to absorb.
Leaders can simplify this challenge. One powerful idea can make a difference in bringing clarity to your organisation.
Start with a Vision
To explore clarity, let’s assume your organisation already has a vision. The team knows what the organisation wants to achieve, and there is broad buy-in from everyone. The next challenge is to provide every team member with clarity.
How do you ensure each individual understands their role in achieving the vision? Some may argue that organisational charts or position descriptions solve this. However, let’s be honest—how often do employees refer to these tools to guide their daily activities? The answer is: rarely, if ever.
Question the Organisational Chart
Bob Behn, a respected expert, insightfully critiques organisational charts. He describes them as attractive but misleading fictions. According to him, they imply that organisations operate through formal orders executed by functionaries. In reality, true results rely on relationships, not rigid structures.
“The org chart is a fiction… concealing the relationships that create the ability to produce real results.” (Bob Behn, March 2008 Behn Report)
Shift to an Accountability Chart
Instead of relying on the traditional organisational chart, consider Gino Wickman’s concept of an accountability chart, outlined in his book “Traction.” This chart focuses not on people or titles but on what each area of the organisation is responsible for delivering.
To create an accountability chart:
- Identify five key accountabilities for each area.
- Drill down through various functions to outline the responsibilities of smaller business units.
- Skip listing names or titles. Focus solely on functions and deliverables.
This approach connects every function to the organisation’s vision, providing clear guidance on what each group contributes. If functions don’t align with the vision, other important conversations need to happen.
Open Communication Lines
The accountability chart doesn’t restrict communication to predefined lines. Wickman emphasizes the importance of open and honest culture. Communication should flow freely wherever it’s necessary to promote collaboration.
“Communication should flow freely across all lines where necessary, creating an open and honest culture.” (Gino Wickman, Traction, 2011)
Harness the Power of Clarity
With clear accountabilities in place, conversations with your team become more purposeful. Confusion about expectations fades away. Employees no longer need to sift through lengthy documents. They can focus on their five key accountabilities, aligned with the organisational vision.
Remember, the real power of the accountability chart lies in its use. Leaders must integrate these accountabilities into regular conversations and communications. Building the chart isn’t the end goal—it’s a tool to strengthen engagement and understanding.
There you have it. Some insights into aspects of how to arrange organisations for leaders to meet the number one need to deliver outcomes effectively.
Murray Smith is a Certified EOS Implementer. Learn more about Murray here
Get in touch with Murray here
