Ask every person on your team to write your top three goals from memory. Count the agreement. Under 60% is the normal result. That number is the reason the Gameplan exists, and it is the number the Gameplan is measured by.
Teams with specific shared goals outperform goal-less teams by roughly one standard deviation.A About a third of employees say they have the clarity they need.B The gap between those two facts is the cheapest performance gain available to an owner-operated business, and almost nobody takes it.
The Gameplan is not a mission statement. It is a working instrument: the goals with a number and a date on each, who decides what, how score is kept, and what the owner and the team commit to each other. It is written with the team, not for them, because co-design is what makes people follow it.C
Ten sections. Every claim in it is checkable against the scoreboard.
The Role Plan. Nobody should be reviewed on a form they have not been holding all year.
Each person gets their own chapter of the Gameplan: their position and its mission, their 3 or 4 numbers and which company goal each one moves, the standards they will be rated on with the rubric printed in full, what the company commits to them in tools and authority and training, this quarter's goals with the scoring agreed in advance, what the next level looks like, and their pay plan as arithmetic with a worked example.
The Role Plan is also the job posting, the interview scorecard and the 90-day onboarding target. One document from the day a role is advertised to every review after it.
Half a day with the team, after the analysis. Then it is patched every quarter and reissued every year.
| Step | What happens | Who |
|---|---|---|
| Before | The opportunity and risk analysis, and a 60-question owner interview. I draft sections 01 to 03 and 05 from it. | you and I |
| Workshop | Half a day. The four-minute test, walk me through a dollar, the detested-behaviours exercise, decision rights sorted, the season's goals chosen and numbered, the scoreboard co-designed. | the whole team |
| After | I write it up. You and the team sign the deal on the last page. Every person gets a Role Plan within 30 days. | I write, everyone signs |
| Quarterly | Goals reset, scoreboard reviewed, one condition fixed. The four-minute test is re-run and the agreement number is reported against the baseline. | the team |
| Annually | Reissued as a new season. Comp and roles decided on four quarters of evidence. | you, with me if wanted |
Task clarity comes before relationship work.C When the pulse flags several problems at once, direction and structure are fixed first. Most trust problems dissolve once goals and roles stop being ambiguous.
The document is the same. How much of the running I do is not.
Fees are quoted after the analysis, fixed, in writing, with what is included and what is not. The team performance cycle that runs underneath the Gameplan is HPT360.
