Newly established organizations meet many challenges before they can become fast-growing. Even when they do, there’s a whole new batch of growth-specific obstacles to overcome. When it comes to managing organizations, one of the key points to work on is undoubtedly accountability.
Whether a company is just starting or growing, it can benefit from Effective Managers™ methodology Effective Point of Accountability®. It addresses some of the specific challenges an organization may face on its way to success. This methodology also offers a distinct approach the delegation of work is to the right people in the organization.
Challenges Faced by Newly Established Organizations
In the beginning, the organization is often quite small, with its owner heavily involved in the day-to-day work. The core focus of the organization is delivering a product or service, and the owner has a clear vision of how that’s going to be accomplished. With every new hire, this vision is explained in detail to get employees on the same page quickly. The charisma, vision, and priorities of the owner are evident to every employee.
This also makes it easy to reset the context for the job, since employees are in close contact with each other and the owner, while the organization is still small.
However, as the company grows and becomes more specialized, the first challenge presents itself: there is an increasing distance between the owner and the front-line employees. Even worse, as specialized roles are hired, there is the danger of silos forming.
Challenges Faced by Fast Growing Organizations
Fast-growing organizations face a slightly different set of problems. To sustain growth, company employees are all focused on their role. The central part of running the company is ensuring that the job gets done and that the product gets to market.
What gets lost in this running of a business is the awareness of the importance of support of colleagues from other parts of the organization. With everyone in the company focused only on their jobs, silos develop and begin to harden. Collaboration between departments gets more difficult as people focus on their own challenges, and silos garden further. Soon work taht should be done in a coordinated way begins to be duplicated or to fall through the cracks.
How the Effective Point of Accountability® Solves These Problems
With the Effective Point of Accountability®, organization leadership ensures that various tasks are delegated to the person as low in the organization who can successfully do the work. With that single point of accountability being as close as possible to where the work is being done, response time is faster and the organization is more nimble. Because the work is delegated in a structured way, the organization doesn’t stray from its strategic definition set by the CEO, because decision are made within the right context.
In the case of newly established organizations, the sooner this is done the better. Employees need to have clear accountability set for their jobs. For new companies, this is a great chance to have accountability implemented in the company culture from the start.
For fast-growing organizations, the challenge is a little harder to overcome, but not impossible. It’s up to the CEO to set context concerning cross-functional work to stop silos from developing. Additionally, putting an accountability and authority model in place before the company has develop bad habits ensures that all employees will be on the same page when it comes to these issues.
While organizations at different levels of development might be facing different challenges, they can be solved using the same methodology. Using it to manage an organization ensures that it never loses direction as it evolves. Find the right way to implement EPA by properly delegating work and your company will be the better for it.
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