The primary issue plaguing the SOMT is the lack of clarity surrounding job duties. As Yukl (2013) emphasizes, leaders must clearly define roles and responsibilities to ensure alignment with organizational goals. Developing detailed standard operating procedures (SOPs) for daily, weekly, and monthly tasks tailored by shift and role will offer such clarity and reduce ambuguity. This framework must include expectations for check-ins, time/labor recording, attendance reviews, and other routine tasks.Â
Alignment with Organizational Mission, Vision, and Values
Clarifying expectations supports the organization's value of integrity and accountability, ensures consistent delivery of services aligned with the visions of operational excellence, and upholds the missions to ensure safety ad guest satisfaction.
To drive individual accountability, implement digital task management platforms (e.g. Microsoft Planner, Asana, Trello) with transparent dashboards and deadlines. These tools offer visibility to mangers and senior leadership alike and can include daily reminders, checklists, and progress reports, According to Robbins and Judge (2019), accountability increases when performance metric are visible and monitored.
Strategic Change Driver
Digital tools promote self-discipline, visibility, and structure, When paired with KPIs, they serve as feedback loops that foster accountability, empowering managers to prioritize critical duties and realign when necessary.
A leadership training program focusing on time management, delegation, and performance coaching should be introduced. These areas are essential for first-time supervisors and seasoned leaders alike. As Northouse (2022) argues, adaptive leadership models can support professionsl growth by promoting learning in complex environments, Coaching should emphasize decision=making, planning, and communication skills.
Alignment
Such initiatives echo the values of growth, teamwork and continuous improvement - ensuring leaders at all levels are empowered to drive positive change.
Incorporate regular peer-to-peer reviews and team-based accountability sessions. As Lencioni (2002) notes in The Five Dysfunctions of a Team, peer accountability drives team cohesion and minimizes the tendency to deflect responsibility.
Organizational Fit
This aligns with the value of collaboration and ensures leadership becomes more proactive, communicative, and supportive, thereby strengthening the overall culture of the SOMT.
Objective: Improve the completion rate of daily SOMT managerial duties by establishing structured task management, increasing accountability, and providing leadership development support.
Step: Task Audit
Description: Assess current daily duties per manager and shift
Responsible Parties: Coalition Team
Resources: Time logs, job descriptions
KPI/Metric: Completion of full audit by week 4
Step: SOP Development
Description: Creat role-specific daily/weekly task duties
Responsible Parties: Coalition Team
Resources: subject matter experts, SOP templates
KPI/Metric: 100% SOPS created/distributed by week 5
Step: Tool Selection
Description: Select digital task management tool
Responsible Parties: Â IT and Coalition Team
Resources: Software trial licenses
KPI/Metric: Tool selected by week6
Step: Training Kickoff
Description: Begin time management and accountability training
Responsible Parties: Consultant(s) and Training Team
Resources: Budget for sessions
KPI/Metric: 90% participation rate
Step: Digital Tool Integration
Description: Implement and train staff on task platform
Responsible Parties: IT and Training Team
Resources: Software access, user training
KPI/Metric: 100% manager adoption
Step: Accountability Check-ins
Description: Bi-weekly check-ins
Responsible Parties: Senior leaders (team specific)
Resources: Standardized feedback forms
KPI/Metric: Task completion logs >85%
Step: Coaching/Mentorship
Description: Launch peer coaching for new and struggling managers
Responsible Parties: Senior leaders
Resources: Time allocation, coaching structure
KPI/Metric: 100% matched with peer mentor
Step: Performance Reviews
Description: Include task completion an leadership competencies in reviews
Responsible Parties: Senior leaders and HR Business Partners
Resources: Review templates, training
KPI/Metric: 95% review completion rate
Step: Culture Assessment
Description: Conduct focus groups to assess cultural shift
Responsible Parties: Senior leaders
Resources: External consultant (optional)
KPI/Metric: Positive feedback increase of 25%
Step: Continuous Improvement
Description: Monthly evaluation of SOP relevance and platform use
Responsible Parties: Coalition Team
Resources: Reporting templates
KPI/Metric: SOP adjustments made quarterly (if necessary)
Training and Development Budget: $5,000-$8,000 for initial sessions
Software Licensing: Estimated $20/user/month
Personnel: Reallocation of selected manager time for mentorship; reallocation of senior leader time for feedback sessions and check-ins with operational managers
Daily task completion rate (target: 90% or more)
Number of overdue tasks per manager (target: 3 or fewer)
Participation in check-ins and peer accountability sessions (target: 100%)
Manager self-reported time management confidence (survey score 4/5 or better)
Reduction in operational issues linked to incomplete tasks (target: 50% withing first 6 months)
By clarifying roles, implementing digital tools, encouraging leadership development, and fostering a culture of accountability, the Security Operations Management Team can dramatically improve the completion of daily job duties. These changes support strategic alignment with the organization's core values and create a sustainable foundation for excellence, high morale, and operational efficiency!