If you’re leading your company without a scorecard for your own role, you’re likely focusing on the wrong things.
Let me tell you about my first experience creating a role-based scorecard for myself:
→ It felt strange to share it with my executive team.
→ It exposed tasks that were holding me back from strategy and growth.
→ It showed me where I was still in the weeds.
I enjoyed the things I was working on…but they were not aligned with my role as the CEO of the company
→ This needed to change
→ My exec-team helped me get there.
…but I was initially resistant…
Building and sharing my scorecard meant holding myself accountable in new ways.
👉 Tasks I thought were essential turned out to be distractions.
👉 Delegating some of these tasks felt vulnerable at first.
But as I handed over responsibilities, my team stepped up and exceeded expectations.
The transformation took some time but the payoff was significant.
→ My focus shifted from the day-to-day grind to long-term vision.
→ Accountability fostered innovation and team ownership.
→ Results flowed faster, with everyone contributing at a higher level.
Today, I coach other founders through this process, and the impact on growth and alignment is huge.
A scorecard for your own role is more than a checklist;
👉 it’s a framework for freedom.
If you’re leading a team but still mired in the day-to-day;
𝙞𝙩 𝙢𝙖𝙮 𝙗𝙚 𝙩𝙞𝙢𝙚 𝙩𝙤 𝙗𝙪𝙞𝙡𝙙 𝙖 𝙨𝙘𝙤𝙧𝙚𝙘𝙖𝙧𝙙 𝙖𝙣𝙙 𝙪𝙣𝙡𝙤𝙘𝙠 𝙣𝙚𝙬 𝙜𝙧𝙤𝙬𝙩𝙝.
👉 Are you ready to experience the relief of working on the right things?
I’ve helped other founders move through this same shift, and as a longtime founder and CEO, I’ve seen how freeing it can be to let go and refocus on what matters.
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