Insights

Position descriptions are often treated as administrative documents. They are updated when a vacancy arises, used during recruitment, then filed away once the person starts. That approach misses much of their value.

Every association I work with has a version of the same story. A manager or executive steps into a leadership role, sometimes a new or current CEO taking over an organisation for the first time, because they were technically excellent, not because anyone assessed whether they had the capability to lead people.

You know you should delegate. You trust your team. But when you hand off that contract approval, something stops you. What if they miss something? What if you're liable? So you check it anyway. Which defeats the point.