Most job descriptions still look the same: a company bio, a role summary, tasks, requirements, and, on a good day, pay and benefits.
It’s a clear structure and it works for assistant level roles. But for any role that carries ownership, and no founder wants a team without ownership, this structure leaves out the one thing that matters most: outcomes.
When we hire only with tasks or responsibilities, we unintentionally set the tone for micromanagement. We define the “how” before we’ve even met the person we hope to trust with the role. We position ourselves as the strategists and our team as the doers, skipping the most important part of leadership: defining what success actually looks like.
Outcome based hiring changes that.
It forces clarity.
It attracts candidates who believe they can achieve what is being asked.
It creates space for people to bring their own thinking, their own process, and their own ownership.
It is how you build a team that scales without pulling you back into the details.
This doesn’t mean tasks have to disappear because day to day examples help candidates understand the flow of the role. But they should support the outcomes, not replace them.
The balance looks like this:
• Be honest about the actions the role requires.
• Be even clearer about the results that matter.
• And let the right people show you how they will deliver them.
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Surf Pursuit
The Big Oxmox advised her not to do so, because there were thousands of bad Commas, wild Question.
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Rosemary Czopek
Far far away, behind the word mountains, far from the countries Vokalia and Consonantia, there live the blind texts. Separated they live in Bookmarksgrove right at the coast of the Semantics, a large language ocean.
Even the all-powerful Pointing has no control about the blind texts it is an almost unorthographic life One day however a small line of blind text by the name of Lorem Ipsum decided to leave for the far World of Grammar. The Big Oxmox advised her not to do so, because there were thousands of bad Commas, wild Question Marks and devious Semikoli, but the Little Blind Text didn’t listen. She packed her seven versalia, put her initial into the belt and made herself on the way.
She had a last view back on the skyline of her hometown Bookmarksgrove, the headline of Alphabet Village and the subline of her own road, the Line Lane. Pityful a rethoric question ran over her cheek, then she continued her way. On her way she met a copy.
-John Doe
It came from it would have been rewritten a thousand times and everything that was left from its origin would be the word “and” and the Little Blind Text should turn around and return to its own, safe country. But nothing the copy said could convince her and so it didn’t take long until a few insidious Copy Writers ambushed her, made her drunk with Longe and Parole and dragged her into their agency, where they abused her for their projects again and again.
Lorem Ipsum is simply dummy text of the printing and typesetting industry. Lorem Ipsum has been the industry’s standard dummy text ever since the 1500s, when an unknown printer took a galley of type and scrambled it to make a type specimen book. It has survived not only five centuries, but also the leap into electronic typesetting, remaining essentially unchanged.
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Good Intentions Don’t Create Clarity
One of the hardest lessons in leadership is realizing that good intentions don’t translate into good outcomes.
You can care deeply.
You can work hard.
You can want the best for your team.And still create confusion.
I’ve seen leaders get frustrated when people don’t “take ownership,” don’t move fast enough, or don’t seem aligned.
But often, the missing piece isn’t motivation.
It’s orientation.People can’t own what they don’t understand.
They can’t move confidently when the goalposts feel invisible.
They can’t make good decisions without context.Leadership isn’t about being available all the time.
It’s about being intentional with what you communicate.That means saying things like:
This is the priority right now.
This is what success looks like.
This is how decisions will be made.
This is what can wait.When those things stay unsaid, teams fill the gaps with assumptions.
Assumptions turn into hesitation.
Hesitation turns into frustration on both sides.The leaders who scale best aren’t the ones with the loudest voices or the most answers.
They’re the ones who remove ambiguity before it becomes a problem.Clarity doesn’t slow you down.
It speeds everyone else up.If something feels off on your team, pause before fixing people or processes.
Ask yourself:
What might still be unclear?That question alone can change everything.
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I help founders find and manage the right remote talent so their businesses can grow without burning out their teams, or themselves.
Need support that actually works? Send me a direct message.
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