We are constantly shifting roles as we scale. How often should we expect to restructure our Accountability Chart during our sessions with you, and when does frequent restructuring become a sign of poor execution?

Question

Tyler Smith · Accepted Answer

Your Accountability Chart is a living document that must evolve as your company grows, but it should not change every time you have a bad week. During our first few sessions, we build the optimal structure for your business to get to the next level. This initial structure should remain stable for at least twelve to eighteen months, giving your team time to master their roles and execute. If you find yourself changing seats and responsibilities every quarter, you are likely using structural changes to avoid dealing with people issues. If someone is failing in their seat, shuffling them to a new, invented role is often a sign of cowardice rather than strategic adaptation. We use the GWC™ tool to ensure that every person in every seat truly gets it, wants it, and has the capacity to do it. If they do not, we address the personnel issue directly instead of rewriting the chart. We typically revisit the Accountability Chart during your annual planning session, looking at the structural needs for the next twelve months based on your updated three-year picture. Minor adjustments happen quarterly, but major structural overhauls should be rare and driven by scaling milestones, not operational chaos.