If you've got team members consistently focusing on the wrong things,

overstepping boundaries or underperforming, I've got bad news for you.

It's not their fault. It's yours.

And that's because you haven't made their role clear.

In the early days at Ramsey, one of my good friends, Dan Miller, taught me a concept called

key results areas, KRAs.

In a sense, it's a job description, but it's more of a metric to tell if you're winning.

Today, one of my leaders, John Falcons, is going to walk you through exactly

how we use KRAs in my business and how it can work on any team no matter the size.

Thanks, Dave. If you've ever felt frustration where a team member just didn't seem to get it,

you're not alone. But the problem usually isn't that they don't care.

It's that they're confused.

They don't know what they're actually responsible for,

what they should be focusing on,

or what winning looks like in their role.

So they stay busy, but they're not always effective,

and when roles are unclear, it creates more problems for everyone.

But one tool we've implemented at Ramsey that's made a huge difference in solving this problem

is a KRA. That stands for key results area. It's basically an outcome-focused job description.

KRAs provide a clear definition of how to win in a role.

They remove the guesswork for both the team member and the leaders.

A brief comparison is a job description equals tasks and inputs.

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