In this episode, the hosts challenge one of the most fundamental mistakes organizations make when building process capabilities: creating vague, catch-all BPM roles that set teams up for failure. They dissect how generic titles like "Process Manager" or "BPM Expert" obscure what people actually do and create confusion across the organization. The discussion reveals why role clarity isn't just an HR issue—it's directly tied to whether your process initiatives succeed or stall. Through real-world examples, they explore the spectrum of process roles from analysts to architects, demonstrating why each requires distinct skills and serves different purposes. The hosts emphasize that lumping everything under one umbrella role leads to mismatched expectations, poor hiring decisions, and frustrated employees. They examine how clear role definitions enable better collaboration, more effective capability building, and stronger career progression. The conversation provides practical guidance on distinguishing between process execution, improvement, design, and governance roles. Listeners learn why specificity in role design translates directly to performance and outcomes. The episode offers a framework for defining roles that actually reflect the work being done. This is a wake-up call for organizations that wonder why their BPM talent keeps underperforming or leaving.

5 Key Takeaways:

1. Generic Titles Create Generic Results: Vague roles like "BPM Expert" or "Process Manager" obscure what people actually do, leading to mismatched expectations, poor hiring, and unclear accountability across the organization.

2. Distinguish the Four Core Functions: Separate process execution (running processes), process improvement (optimizing existing processes), process design (creating new processes), and process governance (setting standards)—each requires different skills and mindsets.

3. Match Skills to Specific Needs: A process analyst needs data analysis and problem-solving abilities, while a process architect requires systems thinking and design expertise—hiring for "BPM" without this distinction leads to capability gaps.

4. Role Clarity Drives Collaboration: When everyone understands who does what in the process ecosystem, handoffs become smoother, overlaps decrease, and cross-functional work becomes more effective.

5. Career Paths Need Specificity: Clear role definitions enable meaningful career progression and skill development; without them, BPM professionals lack direction and organizations struggle to retain top talent.