RM planning
MP position
Title: General Manager
Lvl of authority
TASK Gran to supply initial guidelines for discussion.
Departmental organogram
TASK First draft completed and available (https://www.dropbox.com/s/op3hoaalvtid9yt/20200510%20departmental%20organogram%20v.1.pptx?dl=0)
Incentive and share structure
- Short term share holding structure (2 - 5 yrs)
- Long term share structure (5+ yrs)
- Upfront/initial structure (Mitchel)
Remuneration and benefits
Shares
Considerations:
a) Mom / Gran's Onwership and plan structure
b) Mitchel's ownership and plan structure
c) Karen & Sally
d) Jenna & Kristen
Financials
RubberMODS
GSF family trust
TASK Gran to acquire a minimum of one yrs management accounts from Roel
Principles
Cultural
Management
Financial
Hiring
Firing
Training/mentoring/coaching
Culture (TASK Alignment thinking presentation on culture v.1 complete https://www.dropbox.com/s/o2h8m78828iwtol/20200510%20rubber%20mods%20organisational%20culture%20v1.0.pptx?dl=0)
Goals
Machine
Outcomes
People
Character
Ability
Roel's role
Accountabilities/responsibilities?
Gran's thoughts
Concerns
Roel is a consultant, does this mean he should retain being a director of RubberMods? Why did Roel charge R40'000 to get the books done for John Kosterman if he is already paid to do the accounts and why did it take him over 2 years to do them? We need more clarity on whether I would be expected to report to Roel at all and what Roel is accountable for.
Roel is an integral part of the business for Gran (due to financial reasons and Roel's business experience). Roel knows the staff and how things are run. Gran expects that Roel is pulled in on a consulting basis. Roel is a financial consultant and business advisor. Roel's authority extends to that of being able to recommend decisions but not make them. Gran would like Roel to remain a consultant.
Stephani and Willie
TASK Mom to meet with Roel
Clear reporting structure (Defined by departmental organogram)
Details:
Gran requires that I work with Willie to bring him up to his potential and I work to subdue Stephani and the problems she causes.
Concerns:
I believe Willie will come to the party and has the ability to be very effective. I have less confidence about Steph and do not believe that she is the right person for the position she currently holds. I am more than happy to be proven wrong but I feel that once we know what we want and how we need people to behave we would need to put together a time window she would have available to her to conform, should she fail we would need to discuss what will be done about that failure before hand.
Existing staff
Considerations
- Future key performers
- Future career paths and people who will be focused on for growth & mentorship
- Flag roles & staff who are not performing at required level and agree how these will be dealt with
Timeline
When do we want me to be working at RubberMODS?
Responsibilities:
Sales
Management
Production
Administration
TASK Gran to supply a list of projects
Obstacles to the move
Financial
Alignment
WHAT IS TO BE DONE - Nothing can be decided outside of a 2 - 3 month working exposure inside RubberMODS
We can agree that Roel must be held accountable for what his job is (10th Oct 2020)
My expectations
TASK First draft available https://www.dropbox.com/s/5860bu4va9iuzq3/My%20vision%20and%20expectations%20.docx?dl=0