Up-Close with Chin Teik: Role Clarity for Focused Execution

Up-Close with Chin Teik: Re-Think
Role Clarity for Focused Execution 

I will unpack these 3 sections

1. Why is role clarity and accountability important for focused execution? 

2. How is role clarity and accountability achieved? 

3. What is the difference between job description and role expectations?

Hi my name is Chin Teik. I designed the role expectations framework to help my clients achieve clarity in the communication of expectations, commitment to execute with self-assessment for 70:20:5 and self-monitoring built in for excellence. 

The one requirement is Disciplined Leadership.

Transcript

Role Clarity for Focused Execution 
I will unpack these 3 sections
1. Why is role clarity and accountability important for focused execution? 
2. How is role clarity and accountability achieved? 
3. What is the difference between job description and role expectations?
Hi my name is Chin Teik. I designed the role expectations framework to help my clients achieve clarity in the communication of expectations, commitment to execute with self-assessment for 70:20:5 and self-monitoring built in for excellence. 
The one requirement is Disciplined Leadership.

Reflect on these 4 questions?
1. How clear are you as a leader in communicating role expectations?
2. How clear are you as an employee of your role expectations and being able to see the connection between the how and the why? 
3. How often is there surprise between results and expectations?
4. How are individuals held accountable for meeting their role expectations?

Clarity for focused execution requires 4 things: 
1. Knowing the why to the how and what
2. Start with outcome focused rather than task focused to allow for meaning and impact of work
3.Self-assessment before delegation; Self-assessment of individual's 70:20:5 against the role expectations
4. Focus on leading measures to achieve the outcomes

As an aside, two points:
1. I don't believe in this assumption of plug and play. The assumption that managers make is that an individual's past performance can meet new roles and goals organically without any mindset shift or development. 
2. No one is perfect and thus the rule of 70:20:5 - using the employee's strengths (high passion and high ability) 70% of time, 20% of time at work developing the employee to new Way of achieving the goals and role and if possible ignore the weakness (low passion, low ability).

The role expectations framework consists of 6 columns

1. 3 Lag outcomes 
2. Leading measures to each lag outcome 
3. Mindset required
4. Character required
5. Capabilities required
6. Competencies required

Requirement is System 2 thinking - slow and deep

Job description vs role expectations
Job description is used by HR consultants to benchmark the salary of jobs in organizations against the market. It is not designed to communicate role expectations with accountability. Job description focuses in responsibilities instead of outcomes. 

I designed the role expectations framework to pause the brain to not assume and mitigate SEEDS bias to match Awareness of the required Will and the Way to achieve the role expectations and to provide a real time dynamic framework for the manager and the employee to achieve the following:

• Clarity for focused execution
• Self-assessment before delegation
• Focus on leading measures for predictive success

The role expectations framework is available currently in my toolkit - Clarity for Focused Execution - and later in the year in my how-to book published on Amazon.