Transcript
A (0:00)
Welcome to Design youn Strongest year ever, a 26 day special edition of the nonprofit Mastermind podcast. I'm your host, Rukruchi Babbage. I created this series because I believe that how your year ends is determined by what you do now in August, not in November. My work is rooted in the idea that intentional design, not more hustle, is what determines how far your mission can scale. So every day I'll share one very simple but very powerful lesson shift or tool you can use right now to prepare yourself for year end and for each one. If you sign up for the emails that go with these episodes, I've created a worksheet or prompt. You can collect them as you go and have a whole bundle. Finally, if the day's topic hits a nerve, I'll point you towards the most relevant of my implementation toolkits. For the length of this series, I'm offering 26% off all purchases. Let's dive in.
B (0:57)
Let me paint a picture. You have great people on your team and yet deadlines are still slipping. Work is somehow bouncing back to you and who owns this keeps popping up in team meetings. If that sounds familiar, it's not a motivation or commitment problem, it's a role design problem. Good people, amazing people still can't fix broken roles inside of an organization. The right person in the wrong seat is still the wrong fit and you will see that play itself out in your capacity and your ability to achieve impact. Misaligned roles create an invisible drag. It shows up as duplicated effort tasks that nobody owns and as the leader being someone who constantly finds yourself stepping in to just keep keep things moving. So your micro action for today is for each direct report I want you to list three core outcomes that their role must deliver, three strengths that the person in that role brings, and one friction that you repeatedly see, one sort of gap or misalignment potentially between the person and the role. Look at that constellation and ask yourself, do I need to shift an outcome? Do I need to trade or shift responsibilities so that this person in the role is better able to leverage their strengths? Or do I need to redesign the seat altogether? In Today's email@brooklynbabbage.com ABCStrategies I'm sharing my org role alignment map to help guide this conversation. And if you want to think about how do you design the right team overall to hold your growth as you go, check out my HR in a box bundle.