Structure First, People Second: Mastering the Accountability Chart in EOS®
Why the Accountability Chart is the Foundation of a Thriving Business.
In the world of entrepreneurial businesses, success starts with structure. Many leaders make the mistake of building their organizations around people rather than defining the right structure first. This is where the EOS® Accountability Chart comes into play. Unlike a traditional org chart, the Accountability Chart clarifies roles, responsibilities, and decision-making authority—ensuring that the right people are in the right seats to drive business success.
Structure First: Designing the Organization for Growth
Before considering who fills a role, leaders must first determine what the organization needs to function effectively. This means mapping out:
The key functions required for operational success (e.g., Sales, Marketing, Operations, Finance, etc.).
The major responsibilities within each function.
The reporting structure and interdependencies.
By defining these elements before plugging in names, you ensure that the business has the right foundation to scale, regardless of individual strengths or limitations.
The Role of the Accountability Chart in EOS
The Accountability Chart is more than just a visual representation of roles—it’s a tool for creating clarity, eliminating confusion, and ensuring alignment. Key benefits include:
Clearly defining who is accountable for what to prevent overlap or gaps in responsibilities.
Driving efficiency by assigning ownership to specific roles.
Helping leadership teams make objective decisions about hiring, promotions, and restructuring.
Once the structure is in place, it’s time to assess whether the people currently in roles are the right fit.
Right People, Right Seats: The Key to Long-Term Success
EOS emphasizes the importance of ensuring that each role is filled by someone who aligns with the company’s core values and has the skills and capabilities to succeed. This is where the GWC™ Test comes in:
Gets it – Do they understand the role, expectations, and success metrics?
Wants it – Are they passionate and motivated to take on the responsibilities?
Capacity to do it – Do they have the skills, knowledge, and time to perform well?
If a person doesn’t meet all three criteria, they may not be the right fit for the role. The ultimate goal is to have Right People in the Right Seats, ensuring that everyone contributes to the company’s vision and growth.
How the Accountability Chart Drives Business Growth
When organizations commit to structure first and people second, they experience:
Greater alignment – Every team member understands their role and how they contribute to the bigger picture.
Improved efficiency – With clear accountability, decision-making speeds up, and work gets done with less friction.
Stronger culture – When the right people are in the right seats, engagement and morale improve, leading to better performance.
Take Action: Build Your Accountability Chart Today
If you haven’t created an Accountability Chart for your business, now is the time. Start by:
Identifying the key functions and roles required for success.
Defining responsibilities for each role.
Evaluating whether current team members GWC their roles and align with core values.
Making strategic changes to ensure the right people are in the right seats.
By focusing on structure first, people second, you’ll set your business up for long-term success with a team that is aligned, accountable, and positioned to scale.