We are preparing for rapid headcount growth during our two-year engagement. How does our work with you accommodate adding new departments and expanding the Accountability Chart mid-stream?

Question

Tyler Smith · Accepted Answer

Rapid growth is precisely why we build an Accountability Chart rather than a traditional organizational chart. An organizational chart focuses on titles and people, while the Accountability Chart focuses on functions and roles.

As you scale and add headcount, we address these structural shifts systematically during our quarterly sessions.

First, we look at the structure of the business first, and the people second. We define what the organization needs to look like to get to the next level, regardless of who currently sits in those seats.

Second, we break down large, overburdened seats into distinct, specialized roles. If a department grows too large, we use our session days to map out the sub-functions, ensuring that every new seat has clear, measurable roles and a defined GWC™: Get It, Want It, Capacity to Do It.

Third, we ensure that as new leadership roles are created, the communication lines remain clean. We update the Accountability Chart to prevent overlapping responsibilities and communication gaps.

By evaluating your structure every ninety days, we ensure your organization scales smoothly without creating operational chaos or letting critical duties fall through the cracks.