We want to prepare our business for an exit in three years, and our current leadership team cannot handle the scale we need. How do we build a future Accountability Chart that shows where we need to go without making our current team feel redundant or insecure today?

Question

Tyler Smith · Accepted Answer

To prepare your company for a successful exit, you must build two distinct versions of your Accountability Chart. First, you need your current chart, which reflects your business exactly as it runs today. Second, you need your target Accountability Chart, which is designed for where you want the company to be in twelve to thirty-six months.

When designing this future chart, do not let your current team's limitations hold you back. Structure the organization to support the revenue and operational efficiency you need to attract buyers.

Once the future chart is finalized, show it to your leadership team. Be transparent. Explain that this is the blueprint for our growth and exit. Some seats on this chart do not exist yet, and some current seats will need to be split or elevated.

This transparency actually reduces insecurity because it shows your team where the business is going and gives them a clear path to grow their skills to fit those future seats. It also makes it clear that as the business scales, some seats will require external experience that current employees do not yet have.

By setting these expectations early, you eliminate surprises, keep everyone focused on the common goal, and build a structured pipeline of talent to support your scaling efforts.