Responsibilities & Delegation
Turn the work already happening in your business into a clear responsibility map, then choose what to delegate, systemise, and hire for next.
When work lives in your head, every handoff starts from zero.
Recurring responsibilities happen, but nobody can see the full picture.
Several people may touch the work, while nobody clearly owns the result.
The next role gets chosen from pressure instead of the work the business actually needs.
A responsibility map turns invisible work into clear decisions.
Keep the taught process separate from what you finish with.
The chart is not an organisation diagram. It is a hiring and handoff decision tool.
Start with six editable departments.
These are Marc's default starting point, not fixed categories. Rename, combine, or reorder them to match your business.
The departments give every recurring responsibility a clear home.
Give each department a result to own.
What must this department produce or maintain?
Which activities deserve the department's attention?
Where is this department going, and what should improve?
A clear vision makes ownership about results, not busyness.
If it happens more than once, put it on the map.
Examples from Marc's workbook show the level of detail. They are examples, not answers for your business.
Respond to client queries, conduct workshops, run support calls, and create playbooks.
Manage access, hiring, agreements, refunds, business numbers reporting, and SOPs.
Schedule email and social content, film content, and engage on the main platform.
List the work that creates results, not every tiny click inside the work.
Every responsibility needs one clear owner.
Marc's workbook uses short role codes such as O for Owner and VA for Virtual Assistant. Use codes only if they make your own map easier to read.
Several people can help, but one role owns the result.
Cadence makes recurring work visible.
Work that needs attention every working day.
Work that belongs in the weekly rhythm.
Work that closes or resets each month.
Recurring work triggered by a real event, not a fixed date.
Once the cadence is clear, the handoff becomes easier to plan and review.
This is the map you are building.
One page shows what the business needs, who owns it, and how often it happens.
Use your Zone of Genius as a practical delegation filter.
Keep the responsibilities where your direct involvement matters most.
Put the clearest candidates into your handoff queue.
The filter protects your strongest work while making the next handoff obvious.
Choose your top three delegation opportunities.
Three specific handoffs beat a long list nobody acts on.
The chart tells you what to hire for next.
Why this role needs to exist in the business.
The department result this role helps protect.
The responsibilities moving into the role, with their cadence already visible.
Hire around a real responsibility pattern, not a vague need for help.
Build the first three SOPs around the next handoff.
Anything done more than once eventually needs a clear way to be learned and repeated.
Review the chart as the business changes.
Marc generally reviews the responsibility chart monthly. Update it when work moves, a role changes, or a recurring activity needs a clearer SOP.
A responsibility map stays useful when it reflects the business you are running now.
Turn the work into a clear responsibility map.
Build the map, choose your first three handoffs, and leave with the next role and SOPs clearly defined.
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