In your organization, who are you, exactly?
What’s your role? How do you contribute?
Maybe job description A-317 says you’re a Data Analyst II.
And according to the org chart, you’re part of the Analytics Team.
But – your 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘪𝘭𝘪𝘵𝘺 is to monitor and report on the status of the new IT Implementation Project. Your 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘪𝘭𝘪𝘵𝘺 is to touch base with each section lead, every day. And update the tracking software. Your 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘪𝘭𝘪𝘵𝘺 is to post updated project reports on the team intranet every Monday by 9am. Your 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘪𝘭𝘪𝘵𝘺 is to see how one section’s work may impact the other sections. And your 𝘳𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘣𝘪𝘭𝘪𝘵y is to keep the Project Lead up to date with your insights.
That’s how you focus your efforts. That’s how you contribute. And, make no mistake, your contributions are meaningful. They help keep a top-level strategic project on track.
None of that is specifically in your job description. And there’s not even a hint of it in the org chart.
Responsibilities are what matter. And here’s how I define it.
𝘼 𝙧𝙚𝙨𝙥𝙤𝙣𝙨𝙞𝙗𝙞𝙡𝙞𝙩𝙮 𝙞𝙨 𝙖 𝙥𝙚𝙧𝙨𝙤𝙣’𝙨 𝙬𝙞𝙡𝙡𝙞𝙣𝙜 𝙖𝙣𝙙 𝙞𝙣𝙩𝙚𝙣𝙩𝙞𝙤𝙣𝙖𝙡 𝙤𝙬𝙣𝙚𝙧𝙨𝙝𝙞𝙥 𝙤𝙛 𝙖𝙣 𝙤𝙪𝙩𝙘𝙤𝙢𝙚 𝙩𝙝𝙖𝙩 𝙢𝙖𝙩𝙩𝙚𝙧𝙨.
This is how you contribute. And how you should be evaluated.
The broad importance of focusing on clear responsibilities can’t be overstated. When people are clear about their responsibilities, it’s often in spite of their job descriptions, not because of them.
And without this clarity, accountability is impossible. So, job descriptions and org charts? Not good enough. If each of your team members isn’t clear about their responsibilities – start there. Tomorrow.