We have three regional sales managers on our Accountability Chart, but their roles have become blurry, and they are constantly stepping on each other's toes. How do we define their seats to ensure clear boundaries?

Question

Tyler Smith · Accepted Answer

Blurry boundaries on the Accountability Chart lead to wasted energy, internal competition, and poor customer experiences. To fix this, you must define the unique accountabilities for each seat with absolute clarity.

Start by looking at the five roles for each regional sales manager seat. While they may share the core objective of driving revenue, their operational boundaries must be distinct. This can be done by geography, customer size, or product line.

If they are divided by geography, the roles must state this explicitly. For example, the East Coast Regional Manager seat should have a role that reads: regional sales execution for the East Coast territory. This immediately eliminates territorial disputes.

Furthermore, you must establish clear rules of engagement for shared resources, such as marketing support or lead generation. If they are fighting over these resources, the Integrator must step in to define how those resources are allocated. Use your weekly Level 10 Meetings to bring these conflicts to the table and IDS them. Defining these boundaries ensures your sales team spends their energy fighting competitors, not each other.