Today's episode of Leadership is Feminine dives into the concept of designing roles within a business as assets, rather than thinking of them as employee possessions. Host, Kris Plachy emphasizes the importance of creating roles that contribute to the business's objectives and results. She highlights the need to think about roles in the company as assets and how this mindset can change the way we create and hire for roles.

Kris shares insights into the responsibility of leaders to hold individuals in these roles accountable for their performance and results. She discusses the need to separate the person from the position, emphasizing that roles belong to the business, not to the individuals. Throughout the episode, Kris stresses the importance of making decisions about roles and people based on clear evidence and expectations.

The episode provides valuable insights into the relationship between businesses and their employees, underlining the importance of creating a culture of accountability and contribution. Kris also delves into the significance of embracing honesty and kindness in leadership, emphasizing the need for clear communication and regular feedback.

Tune in to learn more about Kris's unique perspective on designing roles within a business and how this mindset can transform your approach to leadership and team management! And if you're looking for more information on this topic, head to thevisionary.ceo for further insights. Thanks for tuning in, and stay tuned for more empowering discussions on Leadership is Feminine!

The only reason you should ever have a role is so it's contributing to a result. It's making something happen in the business. I don't think we pay people to get work done. I think we pay people to get results.

Key Takeaways From This Episode

1. Designing Roles as Business Assets: The importance of designing roles effectively

2. Clear Objectives and Role Contributions: The distinction between paying for work done versus paying for results

3. Finding the Right People: The impact of clear role expectations on the hiring process and role fulfillment

4. Accountability and Responsibility in Leadership: Differentiating between the person and the position

5. Managing Poor Role Performance: The need to address poor role performance without making it personal

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