CEOs, we all know this rule applies to many different areas of leadership. We could list them, but the one that comes to mind for me here is the boundary we create when initially hiring an employee. We define these boundaries when we apply a job description to the position. This is the tool we use to define what the employee needs to do, what responsibilities they have, and their level of authority. Of course, a job description is a living document that needs review. From time to time, you might identify gaps in position development and training needs not being met. You may find that it is time to review, refresh, and even rewrite the job description.
Here’s a tip: Sit down with one of your key managers or ask them to sit down with one of their department employees. Go through the original job description for their position line-by-line. This will immediately show how much of the work you originally hired them to do is actually being performed. Work with the manager or employee to make adjustments to the job description and outline measures to make sure that they are being fully successful.
This has been your CEO Rule of the Week. I am Ruben Estrada. Your Next Move