This awareness is key to aligning everyone with your core strategic and financial goals. Role Driver includes the Who’s The Driver Anyway? personal leadership method built right into each person’s role definition. This gives leaders a practical tool for ensuring everyone looks clearly in the mirror about their role in how things get done.
By creating high definition role descriptions that are linked to core processes, the mission-critical work your people do becomes visible to everyone involved so that changes can be made quickly and easily with minimal resistance. Role Driver can also be tied into org structure changes and pay scales, which create exciting career paths that motivate and retain staff.
Role Driver breaks down silos and gives the team the BIG PICTURE of the entire workload of the team.
For example, for every ten employees, your organization uses about 20,000 hours of workload per year to produce the results that your customers buy. Role Driver captures this workload and rolls it up into big picture summary information. This provides compelling data that is your staff’s own data! By itself, this larger perspective changes the way they see their jobs. They now have context and stop operating out of self-centered silos.
Every important responsibility gets captured. It even includes a “homeless” tab to track and assign accountabilities that need doing but no one owns yet. Role Driver is a change management tool, a performance management system and a productivity system, all in one. It is implemented using a professional facilitator in groups of five employees over two half-day periods. A wonderful by-product of implementing Role Driver is that the whole team gets trained in a common leadership language and experiences true collaborative teamwork. Your org culture will make a positive shift that builds productivity and cooperation.
This amazing result happens because staff do it themselves, facilitated by one of our expert consultants. The high-definition role definition outputs are theirs. The discoveries are also theirs. As a result, they see and take ownership of new ways to make the organization more effective. That is the power of a mirror.
It is used by leaders with 5 to 75+ staff members to improve team productivity by clarifying job accountability and performance expectations. Role Driver works at every level from supervisors to managers and executives. Occasionally it is used with front-line staff in flexible, hard-to-measure roles.