My previous blog post kicked off our discussion about the People Component of the EOS model®, focusing on my tips for using the EOS People Analyzer™ tool to assess if your organization has the right people, specifically those whose behavior is consistent with your company’s Core Values. I cannot overemphasize how important that is! In this article, I’ll share my recommendations for using the EOS Accountability Chart™—in conjunction with the People Analyzer—to determine if you have the right people in the right seats.
Remember, problems in the People Component—not having the right people in the right seats—are where most organizations’ issues originate. So it’s critical to identify and address people issues before they cause permanent damage.
The Accountability Chart is like a souped-up organizational chart. It helps leaders structure their business effectively, defines the key roles/responsibilities for each seat in the organization, and aligns teams for growth.
The initial step is for your organization’s leaders to determine the best structure for the organization to get it where they want to go over the next 6 to 12 months. They then define the five to seven roles/responsibilities for each seat in the company, starting at the leadership team level.
Here’s an example of what it might look like:
After identifying each seat’s roles/responsibilities, we use the GWC™ tool to fill each seat.
An employee is in the right seat if they “GWC” all the roles/responsibilities in the seat.
They…
Get It = It’s in their DNA and comes naturally to them.
Want It = They are excited and enthusiastic about the work.
Have the Capacity = They have the training, emotional intelligence, stamina, and knowledge necessary to do it well.
After determining if an employee GWCs all of their seat’s responsibilities, we carry those insights over to the People Analyzer tool, where we can see them directly next to the employee’s Core Values ratings.
As you can see, by using the People Analyzer in conjunction with the Accountability Chart, you can more effectively solve your “people issues” by getting clear on what needs to be solved, be it a behavior inconsistent with a Core Value or an employee not GWC’ing one or more of the roles/responsibilities of their seat.
When team members’ behaviors don’t align with your Core Values or those individuals aren’t performing up to par in their seats, you must act quickly. I’ve seen firsthand how the Accountability Chart—especially when used with the People Analyzer tool—gives leaders and managers confidence when having uncomfortable yet wholly necessary conversations with employees. It empowers them to give constructive criticism and set clear expectations for what employees must improve upon to remain in their seats.
Want to learn more about how the Accountability Chart can help you home in on and resolve employee issues? Schedule a call with me!
