Role definitions

Too often, we rely on assumptions — that people know what they’re responsible for, what success looks like, and how they fit into the bigger picture.
But assumptions create grey zones.
And grey zones are where frustration, overwhelm, and disengagement thrive.

A strong role definition changes that.

It connects the role to strategy — showing how each person contributes to the organisation’s direction.
It sets boundaries — what’s in scope, and just as importantly, what’s not.
It makes the invisible visible — the thinking, leading, decision-making, and relational work that’s critical but often left unsaid.
It becomes a tool for feedback, development, and empowerment.

And here’s the key — role definitions are not job descriptions.

Job descriptions often sit in a drawer, written for compliance or recruitment.
They describe what the job is on paper.

But role definitions bring the role to life — how the work shows up day-to-day, what success looks like, where autonomy sits, and how the role evolves in context.

They’re living documents.
They reflect the real value someone adds.
And they help others understand how to work with them — not just what they do.

If you’re leading a team right now, ask yourself: 
Can each person describe the unique value they bring?
Do they know what they’re truly accountable for — and what they’re not?
Can others understand their role well enough to know when and how to engage them?

If not — this could be your next unlock.

Because role clarity isn’t a nice-to-have.
It’s a performance driver.
It’s a wellbeing support.
And it’s a leadership tool that pays dividends.

I’m absolutely loving the work we’re doing in this space right now — helping teams redevelop their role definitions in ways that feel real, human, and deeply aligned to culture and strategy.

If this sounds like something your team could use, feel free to reach out — I’d love to chat.

Let’s stop guessing.
Let’s start getting clear.
Let’s make roles powerful.

~Lisa