Jeff Kreh posted:
In a young/small org, it's easy to get caught up in doing everything without capturing and putting into roles everything. For example, as LeadLink, all undifferentiated roles and responsibilities fall to me. However, someone is probably doing extra in their role just because everything has to be done.
There'san episode of The Office where Dwight leaves Dunder-Mifflin and goes to work at Staples. After a couple days, the plants in the office start to die and Michael wonders why the cleaning crew isn't arranging the tours on his desk anymore. Delight had taken on responsibilities without telling anyone and when he left, the office suffered due to a lack of transparency.
So, you might want to log your workday and make sure you're capturing everything in your existing or new roles. Of course, if this isn't a remain for you, feel free to flush this suggestion...
Nice history, Jeff! We are kind of adding a new business model in our company right now.
So, new roles are coming, but before them, new accountabilities are borning every single day, before we realize we need to create a role for them.
Since we dont have a Lead Link for the archor circle, how can I position myself as the Lead Link, as we have a horizontal management?
Or even, how can I get the most part of the responsabilities and decision making without being the Lead Link (since I am the only one in there that have some management/leadership background) ?