Embracing the Multidimensionality of Roles

Dual roles are about recognising and legitimising the diverse skill sets that individuals bring to the table. In an organisation where job descriptions were once nebulous, imposing singular, industry-standard roles can feel like trying to fit a square peg into a round hole. Instead, acknowledging the breadth of work that each person handles and crafting unique job roles becomes a more natural and conflict-free approach.

The Art of Balancing Dual Responsibilities

In this model, an individual’s primary role still commands the majority of their focus – typically around 80%. However, the flexibility of dual roles allows for the exploration of other interests and talents. For instance, if an individual shows an inclination towards another department or a different aspect of work, they can dedicate a portion of their energy – say, the remaining 20% – to this secondary role. This approach was particularly effective in my experience with a non-profit organisation, where such flexibility not only boosted morale but also fostered a culture of exploration and growth.

The Role of Intrinsic Motivation

A crucial element in the success of dual roles is intrinsic motivation. When individuals are internally driven to explore these dual aspects, the transition becomes seamless. It doesn’t burden the organisation with significant additional resources, as the motivation comes from within the employees themselves. This self-driven exploration and contribution can lead to innovative ideas and approaches as individuals bring a fresh perspective from their primary roles into their secondary ones.