Job ID
1695715793
Duration
3558seconds
Summary
- The icon that actually indicates functions and processes, the arrow there is roles connected by work processes across the organization. In the next hour, what we'll do is actually just explore the issues around it and some key ones.
- Don't focus on person, focus on the issue. First step is to go to your manager. Your manager is accountable for your output. You bring up the issue to find out if there's an organizational problem. It's destructive and reduces trust across the organization.
- The system that HR has is different than the system of ops. It's actually a system that should be enabling operational work. The point about escalation is that you need your crossover manager to not only require have an escalation process. If you're not having things escalated to you then something's not working.
- There are seven authorities that employees need to have roles in their roles as they work across the organization. I'm going to go through them one by one. Then I'm asking you to scan each one to check understanding.
- Emmanuel's authority is as a service getter of the recruitment system. If Joan cannot deliver it on time, what will Joan do? Suggest an alternative. Is it cross functional or cross organizational? To me, they're the same thing.
- We call it an accountability map. What you're doing is taking a process flow and defining the roles related to the process. You're summarizing the accountabilities and authorities for each of the roles in that process. When you bring the people together, particularly if it's a new process, you need to explain.
- Don't focus on person, focus on the issue. First step is to go to your manager. Your manager is accountable for your output. You bring up the issue to find out if there's an organizational problem. It's destructive and reduces trust across the organization.
- The system that HR has is different than the system of ops. It's actually a system that should be enabling operational work. The point about escalation is that you need your crossover manager to not only require have an escalation process. If you're not having things escalated to you then something's not working.
- There are seven authorities that employees need to have roles in their roles as they work across the organization. I'm going to go through them one by one. Then I'm asking you to scan each one to check understanding.
- Emmanuel's authority is as a service getter of the recruitment system. If Joan cannot deliver it on time, what will Joan do? Suggest an alternative. Is it cross functional or cross organizational? To me, they're the same thing.
- We call it an accountability map. What you're doing is taking a process flow and defining the roles related to the process. You're summarizing the accountabilities and authorities for each of the roles in that process. When you bring the people together, particularly if it's a new process, you need to explain.