I think that it is more than 'writing the role spec,' especially in the early to mid-stages of scaling a company. Its about understanding the gaps in your leadership and finding creative ways to fill them, in ScaleUp all leader roles need to have a couple of super powers, outside of the traditional functional expertise, as they need to all work together to bring each other up. Mapping your gaps in the leadership team as a whole is a key part of creating the 'spec' - each ScaleUp Leadership role is unique. I prefer using a score card of the attributes most needed; it is an effective way to guide the interview and hiring, even more than the traditional 'spec'. Either way, spending the time is critical
Thanks for the feedback, Shelley - definitely agree that there is a lot to consider, including gaps. That's why it's important to go through the exercise. What are you actually solving for, so you hire what's needed to fill gaps and for the right reasons. The more specific framework considers things like what problem you are solving for your customer (we hear multiple versions of this often when asking early teams), who can fill the gaps, attributes, skills, achievements and motivations to get a holistic understanding of the leader. I love the score card - anything that can help you be more data-drive and less gut is always a win.
Appreciate your feedback, Aaron! Glad these topics are resonating. Keep the feedback loop in motion - super helpful to ensure we serve up valuable content.
I think that it is more than 'writing the role spec,' especially in the early to mid-stages of scaling a company. Its about understanding the gaps in your leadership and finding creative ways to fill them, in ScaleUp all leader roles need to have a couple of super powers, outside of the traditional functional expertise, as they need to all work together to bring each other up. Mapping your gaps in the leadership team as a whole is a key part of creating the 'spec' - each ScaleUp Leadership role is unique. I prefer using a score card of the attributes most needed; it is an effective way to guide the interview and hiring, even more than the traditional 'spec'. Either way, spending the time is critical
Thanks for the feedback, Shelley - definitely agree that there is a lot to consider, including gaps. That's why it's important to go through the exercise. What are you actually solving for, so you hire what's needed to fill gaps and for the right reasons. The more specific framework considers things like what problem you are solving for your customer (we hear multiple versions of this often when asking early teams), who can fill the gaps, attributes, skills, achievements and motivations to get a holistic understanding of the leader. I love the score card - anything that can help you be more data-drive and less gut is always a win.
This has quickly become one of the "must reads" to hit my inbox. Thank you for your emergence as thought leaders on these important topics!!
Appreciate your feedback, Aaron! Glad these topics are resonating. Keep the feedback loop in motion - super helpful to ensure we serve up valuable content.