Key Takeaways:

Creating a job description for each role in your organization is the first step to evaluating the behaviour and results of your team.

A job description is made up of:

- A job title,

- The person the role reports to,

- A brief overview of the position including a description, what success looks like for the position, and how the position fits into the organization as a whole,

- A list of 5-7 essential duties and responsibilities, and

- A list of 5-7 qualifications for the position.

Evaluating both behaviour (a leading measure) and results (a lagging measure) helps you find people who have the skills to act in positive ways that yield results for the organization. You want someone who is good to work with and gets results!

The behaviours evaluating are the core competencies required for the position (likely listed in the essential duties and responsibilities and the qualification sections of the job description) and the results you’re evaluating have cascaded down your strategy map to become the goals the person in the position is trying to achieve.

Resources:

CEO Pastor Podcast Episode 010: Strategy Map — Learning and Growth Perspective (for links to core competency descriptions and rating scales in the Resources section)