List team members and their backgrounds list the most

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Unformatted text preview: ork, then it won’t be successful. Keep this in mind as you plan your management and develop this part of your plan. Cover the Bases in Text Summarize Your Management Chapter The management chapter starts, like the other chapters, with a good summary. Cover the main points. Consider what you’d say about your management team if you had one or two paragraphs to say it. Make sure you cover the basic information first. That would include how many employees the company has, how many managers, and how many of the managers are founders. Is your team complete, or are there gaps still to be filled? Is your organizational structure sound, with job descriptions and logical responsibilities for all the key members? Particularly with start-up companies, you may not have the complete team as you write the plan. In that case, be sure to point out the gaps and weaknesses and how you intend to fill them. Explain Your Organizational Structure The organizational structure of a company is what you frequently see as an organizational chart, also known as an “org chart.” If you have access to a graphic of an organizational chart (from a drawing program, or one of the specialized organizational charting software packages available), that works really well at this point. If not, you can just use the text to describe the organizational structure in words, without a chart. Make sure you explain how job descriptions work and how the main company functions are divided up. Are your organizational lines drawn clearly? Is the authority properly distributed? Do you have jobs that include responsibility without authority? Do your resources seem in line with your organizational needs? List Team Members and Their Backgrounds List the most important members of the management team. Include summaries of their backgrounds and experience, using them like brief résumés. Describe their functions with the company. Résumés should be attached to the back of a plan. Discuss Your Management Gaps You may have obvious gaps in the...
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