Role Driver is the painless way to shift how you and your team get things done. It is a roles and responsibilities system which staff use to define their own jobs in high definition. What am I accountable to produce? Where does my time go? How do I know what a good job looks like? Who else has a say in what I do? What competencies does a person need to do this job?

1. The painless way to shift howyou and your team get things done www.roledriver.com

3. Capacity constraints

4. Ineffective delegating

6. 4 Enables collaborative change that is low pain for everyone Set better expectations: “What’s a good job?” Get buy-in to change: “How does my job fit in?” Hire & retain better: “What am I getting into?” Shift the culture: “Who gets to decide how we make decisions around here?”

7. Role driver is an honest look in the mirror Objectively see what IS and IS NOT getting done by everyone Ask if the way we do things now fits with where we want to be in the future? 5

8. Why Role Driver works… “People only change when they accept what’s actually happeningin the first place.” Gestalt psychology principle (Dr. Fritz Perls) Role Driver overcomes the human“Deny-Defend-Deflect” obstacles 6

9. Clients achieve surprisingly painless success! Staff make most changes by themselves. 7

10. 8 Each job is self-defined in high definition inside sophisticated Excel software Note the tabs below – one per person PLUSsummary reports

11. 9 Has four views that roll up into roles and drill down into accountabilities

12. 10 In View 1, staff self-identify their Accountabilities& Time Each accountability is linked to a function or department Accountabilities for outputs of others are called “lead/peer support” Written in specific “output-action” language across all four views A common language that gets everyone on the same page

13. Results! New Org Structure Not for profit (education) Rapid revenue growth and staff size quadrupling Difficulty integrating new mid-mgmt from the outside. Culture clarity and shift toward internal talent growth Major process improvements implemented Created & developed 2nd Level management team 11

14. Culture shift. Productivity lift! Carlson Marketing Canada Extraordinary growth Much new staff Results getting bogged down Clarified roles by org level Eliminated meetings Shifted to more hands-off culture (“Far”) Lift in morale and teamwork 12

15. Higher profits. Lower workload. Vyn Flowers (home décor) Extraordinary sales growth Key sector identified as low ROI for the workload Made a major product line strategic shift Reduced mgmt staff Outsourced key roles Weekends off for first time 13

16. Major shift in management Etymonic Design Inc. (medical devices) Continuous double-digit growth Mid-mgmt performance challenges Major staff decisions made to retain vs let go Hired new General Mgr to address need for l/t managerial skills 14

17. Major productivity gains CRM Software Installers (sales) Missing installation cost and timeline targets by up to 300% Created new managerial tools to track and hold staff accountable for time and performance results Created new project forecasting system Achieved major reduction in cost variances 15

19. Step 2: Validate accuracy with their manager

20. Step 3: Analyzevs. three year strategic goals

21. Step 4: Re-align roles, org levels, core processes

22. Step 5: Implement and adjust on-goingDo as few as Steps 1&2. Complete in 6 weeks+

23. 17 For leaders with a vision for: Build org capacity, productivity & quality Engage key managers in the change process Strengthen customer focus (the ‘why’) Best Employer recruiting & retention goals

24. Experts in Strategic Culture Shift Contact John Kuypers, President johnk@performanceshift.com 1-877-Out of Box (688-6326)www.performanceshift.com www.roledriver.com