January 25th, 2011
When you create a clear vision of desired results, you are half way there! Do you know what the mission-critical work is supposed to be?
You are continuing with the job book. Your eight-sectioned binder has the first three items of Job Book complete (Job Description, Reporting Structure, Additional Structure Information) and you have completed items a) and b) on the fourth tab (Key Accountabilities). Here we continue with the next two items: c) vision for each accountability and d) goals and initiatives for each accountability.
Step One: Create the Job Book
a.) Prioritized list
b.) Ideal percentage of time
c. Vision for each accountability
d. Key measures for each accountability
e.) Goals and initiatives for each accountability
f.) Key information for each accountability including the location of
protected passwords for a qualified person. (add this to the vault created
C . Vision for each accountability. The power of vision is extraordinary in the creative process. As you envision what success looks like, you create the foundation for how to measure and achieve success. Pick your preferred time up to five years. A three-year vision is generally suitable. Then answer the question: If we have achieved our desired results in this key accountability, how would we know it? What would it look like? etc. For example, here is one element of a three-year vision for the key accountability of financial strength: our profit is increasing each year (Write the vision statement in the present tense.)
D. Key measures for each accountability. Once you have the vision, then you can clarify each component by identifying what evidence (measures) you would use to signify success. For each part of the vision, get specific about what you mean so that any two people looking at it will have a shared meaning. For example, using the above vision element: we are growing at least 10% profit per year.
Next we will flesh out the goals that will take you to success in each key accountability and document key information relating to those accountabilities. As you look at the measures you created, be thinking about what has to happen to achieve those them.
Entry Filed under: Succession Planning