Ensuring staff are clear about their roles, responsibilities, delegations and accountabilities is important. While position descriptions are a starting point each person needs to discover what their role requires of them and how to apply their knowledge and skills within the role. When this happens we say that a good role-fit has been achieved.

Structured role conversations provide a framework in which managers and their staff explore the role-in-reality as opposed to what is written on paper. In these conversations, leaders and managers create an authorising environment in which individuals are able to align their skills, talents and potential to the needs of the organisation. Knowing they have their manager’s support empowers employees to demonstrate initiative consistent with organisational priorities.