The AOA Master
A coach is someone who tells you what you don’t want to hear, who has you see what you don’t want to see.
Someone must take the accountability and responsibility for running AOA management framework!
The AOA Master is critical in supporting the company in creating, following, and executing their strategy, and guides/coaches the company to live and breathe the methodology.
Preferred personality profile:
- Empathy: Someone who understands the emotions and perspectives of those they are guiding, creating a supportive environment.
- Communication Skills: Someone that can clearly articulate their feedback and guidance. They also listen actively and encourage open dialogue, ensuring they understand the needs of team.
- Integrity: Someone who is by example honest and transparent, fostering trust and respect. They are consistent with their words, and they build strong, trusting relationships.
- Adaptability: Someone who is flexible and can tailor their approach to fit the unique challenges, strengths, and dynamics of different teams and individuals.
- Patience: Someone who remains patient throughout the process, providing support without rushing results or losing composure during setbacks.
Responsibilities & Role in the company
The AOA master, as responsible leader and moderator for the implementation of AOA in an organization should be accountable for the following:
- Moderation of workshops
- Schedules workshops with the executive team & the department leads.
- Complete knowledge of AOA management framework
- Ensuring that AOA is used correctly (level of detail, documentation, processes, alignments, etc.)
- Being neutral bridge between management and teams (helping both sides to set Win / Win agreements)
- Sets timeline for the AoA process every year
- Manages top down and bottom-up communication dynamic and teamwork in finalization of AOA framework
- Creates digital workspaces for each workshop (Company. –> Teams) so collaboration is fast and effective
- Joins team AoA and acts as a moderator for team leads new to methodology. (Initial implementation 2-3 rounds = 2-3 Quarters)
- Acts as an ad hoc impartial coach for teams when requested
- Ensures updates with finalized versions
It is not always required to hire a new person for performing these tasks and keeping responsibility on the whole process. The following (existing) positions might be a good choice:
- Assistant to the Executive Leadership / Board
Person senior or high performing talent - Strategy and Organizational Development:
Person Senior can be Head / Director of department taking lead
Person can be AOA Master / Coach as Team member - HR Team
Person can be AOA Master / Coach
Resource allocation
Ensuring the right level of coaching and support within an organization is crucial for fostering growth, collaboration, and efficiency. The number of AOA Coaches required depends primarily on company size. This article provides a guideline for allocating AOA resources effectively based on industry best practices and extensive experience.
To maximize organizational efficiency, we recommend the following AOA Master Full-Time Equivalent (FTE) allocations:
1-50 employees: Requires 0.25-0.5 FTE AOA Master.
51-100 employees: Requires 0.5-1 FTE AOA Master.
101-200 employees: Requires 1-1.5 FTE AOA Master.
201-300 employees: Requires 2-2.5 FTE AOA Master.
For every additional 100 employees, an additional 1 FTE is recommended for the AOA framework.
These allocations ensure adequate support and training while maintaining operational efficiency.
AOA coaching time is primarily invested in supporting and training employees. This time allocation can be distributed among multiple team members within the company as needed, allowing for flexibility while ensuring all employees receive proper guidance and mentorship.