Michael Lissack
Phase 1: Recognition
The journey begins with explicit recognition of the multiple roles that already exist within the organization. This typically starts with leadership acknowledging their own multiple roles and creating space for others to do the same. Simple practices like: • Conducting "role mapping" exercises where team members iden- tify all the roles they currently play • Creating forums where people can share challenges of navigating role conflicts • Documenting the unofficial roles that contribute to organiza- tional success but aren't captured in formal job descriptions Salesforce implemented this phase by creating "Role Landscape" dis- cussions where teams explicitly mapped all the formal and informal roles present in their group, revealing a much richer complexity than their organizational chart suggested.
Phase 2: Legitimization
Once multiple roles are recognized, the next phase involves legitimiz- ing them—making it explicitly acceptable for people to acknowledge and discuss role multiplicity. This includes: • Updating performance evaluation processes to account for con- tributions across multiple roles • Training managers to have development conversations that ad- dress the full spectrum of roles • Creating communication protocols that acknowledge role transitions
Adobe exemplifies this approach through its "Whole Person" devel- opment framework that explicitly acknowledges the interaction between
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