SAGE (00:08)

And let's talk about a framework for role clarity. Begin with short term understanding of objectives, of the role. What does the business need and what resources exist currently that are not part of this role? Once that's aligned and it's clear that you need a person, your vision moves into the creation of the job description.

At 15 five, we use a version of a job description called an RPA or a Role and Performance agreement, which is like an enhanced, supercharged job description. It outlines what a person expects to do when they step into the role, but also colors in more of the how, including outcomes and competencies. Once your team member joins the team or takes on the role, leaders need to have an initial conversation and actually talk about the role in detail. Bring it to life off of the page.

Take time to understand questions, nuances, eyes and anything that might be missed as this person tries it on for size. As we start to do the work and the shoe fits, the work becomes different as it intersects with various people, projects and needs over time. So you need to move in to what we call project specific role clarity conversations. We recommend using a racing model which helps to define in the moment adaptations, clearly so people can feel empowered to make decisions and do the work, albeit for a finite project timeline.

It's a powerful exercise that defines who is responsible, accountable, consulted and informed on the project. Thus the acronym RACI. And then finally, the revision as the person grows and the environment shifts. Be sure to revisit the scaffolding, which is the job description or RPA, and ensure it evolves alongside the person, the team and the organization.

Role Clarity is definitely not a 'set it and forget it' exercise exercise.