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We have David Briggs with us again on the WealthBuilders Podcast. Karen Conrad Metcalfe and David discuss effective organizational mapping and management. David stresses the importance of understanding an organization’s enterprise-level functions through mapping without names or titles, helping to identify areas for improvement, redundancy, or gaps. 

Once again, David emphasizes hiring based on assessing skills and passions to fit enterprise needs. Additionally, the episode covers resolving conflicts by listening to understand root issues rather than immediately solving problems. When team members are anchored in an organization’s clear sense of purpose, it helps them remain calm and productive during challenges. Overall, the discussion provides tools for organizational analysis, staff development, and conflict management to inspire success.

Join us today for: Understanding Your Enterprise: Organizational Mapping and Conflict Resolution.

Find Out More:

Business Coaching

Episode Show Notes

Organizing a business’s functions into categories for easier management.

  • Map out functions in an organization, starting with major functions without names or titles.
  • Organize tasks by function, such as kitchen items or finance tasks, when moving to a new home.
  • Develop an “org chart” by grouping similar tasks together, such as bookkeeping under finance, to understand an organization’s operational functions.
  • A departmental org chart is a picture of an organization’s operations, just like a business model map is a picture of the P&L.

Enterprise management, hiring, and organizational structure.

  • Have a clear business plan and verticals to achieve success.
  • Verticals and service level agreements (SLAs) are crucial for effective communication and collaboration within an organization.
  • Understand an organization’s enterprise and hire based on skill sets to fit the enterprise.
  • A major challenge is having too many chiefs and not enough Indians in an organization. This can be overcome by clear roles and responsibilities.

Handling employee turnover and promotions based on skill set, not just character.

  • Evaluating employees based on their passion, purpose, and skill set, rather than solely on their loyalty or tenure.
  • The Law of Diminishing Returns can occur when people are promoted beyond their skill set, leading to atrophy and burnout, but repositioning them can lead to renewed energy and productivity.
  • Identify and assess employees’ skills and personality to avoid moving them to the wrong position.
  • Use tests and interviews to determine employees’ true skill set and capacity for training.
  • Ask questions to reveal their passions and motivations.

Trust, communication, and problem-solving in a workplace setting.

  • Following through on promises to help team members will build trust.
  • Listening actively and empathetically in conflict resolution is vital.
  • Seek to understand the root issue and find a solution.
  • People communicate without words, using non-verbal cues like hand signals and body language.
  • Endeavor not to add judgment to a situation, but focus on facts.

Leadership and purpose in times of pressure.

  • Paul’s sense of purpose in the storm helps him remain calm and find direction, while others without purpose panic.
  • Anchor people into the organization’s purpose, securing them for success.
  • Leaders with clear direction and purpose teach others to locate their role in the overall mission while fulfilling their personal purpose.
  • Effective leaders inspire and empower others to take action.

Find out more:

Business Coaching