You’ve built the roles. You’ve drawn the org charts. You’ve assembled the teams. So why does it still feel…off? Why are responsibilities unclear, tasks slipping, and accountability hard to pin down?
The problem isn’t the chart. It’s that org charts are built for hierarchy, not accountability.
Most companies rely on an organizational chart showing who reports to whom. But that doesn’t create clarity around who is accountable for what. That’s why growing businesses need an Accountability Chart™—a tool designed to define roles, establish ownership, and ensure accountability at every level.
If you’re new to the concept, check out Accountability Chart™ vs. Organizational Chart to understand the key differences.
Here are the three biggest challenges teams face—and how you can help them solve each.
Issue 1: They Think They Got the Accountability Chart™ Right the First Time
Most leaders assume their work is done once they’ve built their Accountability Chart™. But no company gets it perfect on the first try.
As their business evolves, they may realize:
- Some roles don’t fit their team’s unique abilities
- Seats need restructuring—some are overloaded, while others have gaps
- Leadership struggles with clarity on who owns what
How to Work Through It
- Reinforce that the Accountability Chart™ is a living document, not a one-time fix
- Review and refine it quarterly as the business grows
- Use GWC® (Gets it, Wants it, Capacity to do it) to ensure employees are in the right seats
By iterating your chart over time, you’ll eliminate inefficiencies and boost team productivity.
Issue 2: They Haven’t Properly Communicated the Accountability Chart™
A common mistake is rolling out the Accountability Chart™ once but never reinforcing it.
If employees aren’t crystal clear on the new structure and their roles, they’ll keep working based on the old org chart. Confusion and inefficiency follow.
How to Work Through It
- Integrate the Accountability Chart™ into your company rhythm, reviewing it in:
- State of the Company Meetings
- Level 10 Meetings®
- Same Page Meetings®
- Ensure employees can easily access the chart online
- Encourage leadership to answer questions and reinforce clarity
The goal is for every team member to understand where they fit in the organization so that work flows seamlessly.
Related Reading: EOS® Questions: Leading the Right Business Structure
Issue 3: They Expect Immediate Adoption Without a Transition Plan
You might assume that once the Accountability Chart™ is updated, everyone will start working that way instantly. But if employees are still juggling their old responsibilities, the lack of a transition plan can lead to:
- Burnout and frustration
- Tasks falling through the cracks
- Leadership teams struggling to enforce the new structure
How to Work Through It
- Prioritize quick wins—starting with the easiest structural shifts first
- Deploy a phased transition so employees can adequately offload old tasks
- Reinforce the importance of LMA® (Lead, Manage, and hold Accountable)
By implementing changes strategically, you’ll avoid overwhelming teams and get long-term buy-in.
Fix the Accountability Chart™, Fix the Issues: Why Structure Matters
Many business challenges, from inefficiencies to leadership misalignment, stem from unclear accountability. When roles aren’t well-defined, responsibilities overlap, or employees aren’t following the proper structure, problems compound.
In this video, Mark C. Winters explains why 80% of business issues are rooted in the Accountability Chart™ and walks through:
- How to use the “Issue Tree” concept to identify root problems
- Why shadow structures and accountability bypasses create confusion
- How to iterate, communicate, and migrate toward the proper structure
- The three key tests every Accountability Chart™ must pass to be effective
Watch the full video below to learn how to optimize your structure and eliminate accountability gaps:
The EOS® Approach: SUCCEED with the Accountability Chart™
The Accountability Chart™ is one of the most powerful tools for creating clarity, alignment, and accountability in a business. But, like any tool, its impact depends on how well it’s implemented. As a visionary, integrator, or leadership team member, you play a crucial role in helping your team navigate challenges, refine the structure, and fully leverage their chart.
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