Role Fit Review.
Coach, restructure, or have the honest conversation.
Somebody on your team is in a role that isn't working. Or working at half. You're not sure if it's them, the seat, or the job description that was never really written down. Role Fit Review answers that question with evidence. Then it gives you the three options worth taking seriously.
Most "performance problems" aren't people problems.
Somebody on your team is underperforming, or doing fine but not great, or doing great in the wrong parts of the job. You've had the conversation. Maybe two conversations. Nothing's really changed. You're starting to think you might need to let them go.
Before you do that, there's a question worth asking. Was the role ever actually defined? Most landscape companies grew their org chart by adding a person to a problem. The person is in a seat. The seat has a name. The actual job (what the person has to do, decide, own, and stop owning) has never been written down anywhere.
Role Fit Review starts there. We write the role first. Then we score the person against it. Then you know whether the problem is the person, the seat, or both.
Behavior work for landscape companies usually shows up in one of two forms. Certified consultants who know DISC inside and out but have never run a maintenance route. Or industry peers who've run plenty of routes but are working off gut.
Neither is enough by itself. The Maxwell DISC Method, certified and applied by somebody who's been in green industry for thirty years, is what this offering actually is. Same instrument the Fortune 500 uses. Different operator behind it.
Three deliverables. One clear path forward.
Every Role Fit Review produces the same three things, per role. The instrument calibrates to the person in the seat. Everything else stays consistent.
The Role Definition
A 90-minute working session with you to write what the role actually is. Not the title. Not a generic JD pulled off the internet. The actual job. What gets owned, what gets decided, what success looks like, what the role isn't. You walk out with a documented, written-down version of a job that has probably never been written down before.
- 90-minute role-definition working session
- Written job description, yours to keep
- Core values mapped into the role
- Success criteria, the way you'd actually measure it
The Fit Score
The person in the seat takes the Maxwell Leadership DISC assessment. We score them against the role we just defined and against your core values. Two scores, one report. Where they fit. Where they don't. Where the gap is coachable and where the gap is structural.
- DISC assessment of the person in the seat
- Person vs. role comparison
- Person vs. core values comparison
- Coachable gaps vs. structural mismatches
The Three Options
A 90-minute debrief where we put the role definition and the fit score on the same page. Three options come out of it. Coach the person into the role (if the gap is small and the wiring is right). Restructure the role around them (if the person is right but the seat isn't). Or have the honest conversation (if the gap is structural and no amount of coaching closes it).
- 90-minute debrief, just the two of us
- Coach, restructure, or have the conversation
- Action plan with 60- and 180-day checkpoints
- Two follow-up sessions inside six months
Two roles minimum. Because one is a situation, two is a pattern.
Role Fit Review runs in pairs because that's where the work shifts from situational to systemic. One person in one seat is a conversation. Two roles is where the pattern starts to show. You start seeing how your org chart got built, where the seams are, and which problems were never really about the people in them.
This is for you if
- You have two or more people whose role fit you're not sure about
- The roles don't have real, documented job descriptions yet
- You've had the talk. Twice. Nothing's really changed
- You're considering firing somebody but want to be sure first
- You want a written record of what the role actually is
This isn't for
- If you've already decided to fire them, save the assessment. Just have the conversation.
- If the person hasn't been in the role long enough to evaluate (under 90 days), give it more time.
- If the problem is mostly about hourly crew, this isn't the right tool. Crew dynamics work different.
- If you're hoping the report will tell the person to quit so you don't have to, that's not what it does.
- If the candidate hasn't been hired yet, you want Role Benchmark. Different door.
From first session to action plan in about three weeks.
Role-definition sessions
A 90-minute working session per role, just you and me. We define what each role actually is. The job description that's been missing gets written. You walk out with it.
Assessments
The person in each seat takes the Maxwell Leadership DISC assessment online. About 20 minutes per person. Fit score reports come back inside 48 hours.
Debrief and action plan
A 90-minute debrief per role with you. The three options get put on the table (coach, restructure, or have the conversation). Action plan gets written. Checkpoint dates get set.
Follow-up sessions
Two 45-minute calls inside six months. The plan gets pressure-tested against what's actually happening. We adjust where it's drifting. The role definition gets updated if it needs to be.
Role revisit (available)
A year out, or whenever it's useful, the role can be revisited. The role definition stays. The person and the seat get rechecked against it. Drift gets named. Direction gets adjusted.
Priced per role. Because the work is the role.
Role Fit Review is structured in three tiers. The initial engagement is two roles minimum. Additional roles in the same engagement run at a lower rate because the kickoff overhead is shared. A year or more out, a role can be revisited for less again.
Initial Engagement
First two roles, full process per role.
Additional Roles
Third role and beyond, same engagement, same process.
Role Revisit
A year or more out. The role's been defined. We're checking drift.
Final pricing within each range depends on the role's seniority, the depth of the role-definition work needed, and your timing. Book a call to see numbers calibrated to your specific situation.
Two people. Two seats. Let's find out what's actually going on.
Pick a time on the calendar. We'll spend thirty minutes on the two roles, what's not working, and whether Role Fit Review is the right move (or whether something else fits better). No pitch deck. No homework. Just the conversation.
Prefer email? Reach out at paul@dimensionalpd.com
