Before stepping into the fast and complex world of marketing you may want to make sure your ducks are in a row and that the proper foundation is laid to build on for marketing success. Implementing an organizational board may seem simple and obvious because it is; however, the management system that relies upon its basic outline is more complex. The entire success of your business can rely on something as simple as an org board and chain of command. Before any kind of change can be made within your business, the Org Board must first be designed.
A typical organizational chart, like the ones found in many companies throughout the world typically only shows name, rank, title, and branch. What do these words even mean in terms of actual responsibility or execution or clarity?
“Organization charts and fancy titles count for next to nothing.” – Colin Powell (Chairman of the U.S. Joint Chiefs of Staff: 1989-93 )
Thank you Mr. Powell. We couldn’t agree more. An organizational chart filled with meaningless names serves as nothing more than an office decoration. Within The Octopus Solution Performance Management Board, each department of your business is controlled by one personn: an employee responsible for the people and duties within that department. Each position on the org board has been assigned the following: Name, Chain of Command, Objective(s), Responsibilities, and Statistics.
Director: This person is responsible for completing the objectives and fulfilling the responsibilities of the designated department. In your business, if you are a single owner, you may be the Director of each and every department. Each Director is equal to another because each job is just as important as the next.
Objective: The objective of the department represents the goal. For example, the objective of the Marketing may be to bring new customers into the business. (Sales is responsible for the close)
Responsibilities: Each and every responsibility for Every position in the organization for each person will be listed on the Org Board. This will drastically reduce confusion and poor communication. It will also help people clearly see where they fit in the business and how there rolls impact the rest of the organization.
Performance Measures: To remove emotion from decision making abut performance you want to define what the business wants a specific job to product as a product. For example: you may want to receive statistics from your sales team on number of outgoing correspondence vs. number of meetings vs. proposals vs. closed deals. This will help you forecast and measure employees and determine where they need help.
The second part is communication. We have talked about this in past blog, but the most important part is to keep a single means of agreed upon communication among all staff so that there is no miss understanding.
We have touched on the high level of an Organization Board, which we call an Executable Organization Board because you can see action being taken place with this ever-changing board.