Most CEOs and Sales Leaders look at an underperforming organisation chart and instinctively reach for the hiring/firing lever. The assumption is — “wrong people in the wrong boxes.” But often, the problem isn’t the people. It’s the way roles are mapped, responsibilities are defined, and processes are aligned.
By applying the GASP® approach to Role Mapping, Performance Management, and Development, you can fix your chart without a single pink slip — and instead, unlock hidden capacity in the team you already have.
The Hidden Problem
When sales results falter, the immediate reaction is to add people, shuffle titles, or let go of those not “performing.” But:
- Many roles were never clearly defined in the first place.
- Competency requirements were not matched to actual skills.
- Reporting lines and decision rights are murky.
- No systematic performance review or coaching framework exists.
This leads to people working hard on the wrong things — and that is an org chart problem, not a headcount problem.
The 3-Step Fix Without Firing
Using GASP® principles, you can re-engineer your sales organisation from the inside out:
1. Role Mapping & Competency Alignment
- Map every role in your current organisation — define Job Purpose, Key Responsibilities, and Required Competencies (Knowledge, Skills, Attitude).
- Compare this to your Annual Operating Plan (AOP) and sales goals.
- Identify gaps in competencies per role — not in the people yet, just in the role definition.
2. Clarify the Process Before Changing People
- Document the Processes each role is responsible for — from lead generation to closing, partner management to reporting.
- Ensure everyone knows what ‘good’ looks like — set performance standards before judging performance.
- In most cases, you’ll find the process isn’t being followed because it was never clearly communicated.
3. Coach, Don’t Cut
- Use Performance Development Plans (PDPs) to coach team members into their roles.
- Apply Willingness & Conviction diagnostics to identify motivation or belief gaps.
- Conduct On-the-Job Training and field accompaniments to bridge capability gaps.
- Reward improvements — this reinforces the shift in behaviour without disrupting morale.
The Payoff
When you fix the structure and process before replacing people:
- Productivity improves because every role has clarity.
- Attrition drops — people feel invested in, not discarded.
- Your sales organisation becomes scalable — new hires plug into a working system, not chaos.
Final Thought: Before you fire, rewire. The most cost-effective way to “change” your sales organisation might just be maximising the team you already have. That is not leniency — it is good business.
If you would like to learn how GASP® can help you fix your organisation chart without disrupting your team, click here to explore the approach
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