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Process Commitment
By RISE Business Framework · Created by Gary Harper and Brandon McCurdy · Reviewed
Process commitment is a team member's dedication to consistently following a process toward its goal, even when obstacles arise. RISE checks it with four questions asked seat by seat. They test time horizon, role clarity, process clarity and engagement, so gaps surface before they show up as missed results.
How RISE does it
- Asked directly of each team member, one seat at a time.
- Tests commitment over the next 6-12 months.
- Checks clarity on role expectations and on process, procedures and policies.
- Checks whether the person is engaged in the work.
Process Commitment is one of four tools in Talent Accountability, part of the Resources quadrant of the RISE Business Framework.
The RISE tool
The four Process Commitment questions
Ask each team member these questions about their seat.
- 1Are you committed to this seat for the next 6-12 months?
- 2Do you have a clear understanding of expectations for the role?
- 3Do you have a clear understanding of the process, procedures and policies for the role?
- 4Are you engaged in the work you asked to do?
“Clarity of role expectations is the cornerstone of process commitment.”Gary Harper
AI RISE Coach
Work through Process Commitment with the AI RISE Coach
“Walk me through Process Commitment in the RISE Business Framework and help me apply it to my business.”
Quick self-check
“We assign ownership for each process in the business to a single team member so accountability is clear.”
Frequently asked questions
How do you get employees to commit to a process?
Make expectations and the process clear first, then ask directly. RISE asks four questions about commitment, role clarity, process clarity and engagement for each seat.
What should you do if a team member is not committed to their seat?
Find out which of the four questions they answered no to. A clarity gap is fixed with training or documentation; a commitment or engagement gap may mean the seat is wrong for them.
The other tools in Talent Accountability
- Organizational ChartDefine structure, roles and the chain of command so everyone knows who has authority over what.
- Process Ownership ChartA four-tier chart that names who innovates, leads, manages and owns each core process.
- Succession PlanningScore each critical role on five risk criteria and address any role totaling above 10 now.
Related in another quadrant: Process Execution
