GET ORGANIZED! DAY 3 – Team Structure for your Interior Design Business by Julia Molloy

GET ORGANIZED! DAY 3 – Team Structure for your Interior Design Business by Julia Molloy


Hi everyone, this is Julia Molloy business expert for the design industry Hope you’re doing great welcome to day three of our fabulous February and get organized Let’s get organized and today is when the rubber meets the road really going to start diving into company Systems so foundational pieces company structure and then going forward. We’re going to talk about Systems both hard systems meaning the tangible things like office Organization and bins, and how your files are being organized and then soft systems procedural How things work and the start of that Begins with the company structure, so if you have hopefully you’ve already downloaded it it is the number three and It is the comprehensive accountability chart for your staff okay, and it is on the Julia Molloy dot com website in the shop and it It’ll be there waiting for you to download for free from the site, okay And if you haven’t already if you missed the first episode If that’s a really nice go back because you’ll want your systems check list so you can check things off as you go, okay and I’m gonna jump right into number three so if you haven’t already please do so. Go to my website download the Accountability chart. Now this is an accountability chart with all of the roles on it, okay It should look like this with all of the roles on it for a boutique model firm. I am making the assumption that most everyone in this call is Smaller than seven to nine people in your office because I feel like once you’re getting up to those levels This structure changes a little bit because you’ve got more than one designed Design team and at that point you your structure kind of changes because then you have the needs for a full-time Procurement person and probably a studio design studio manager kind of manage the teams that are working on the projects But up until that point I call that a boutique model unless you are sole proprietor that is literally only working with yourself and Maybe a part-time bookkeeper that comes in Every few weeks to do your bank reconciliations and files sales tax that is the sole proprietor small firm Anything two team members up to seven or so is what I consider a boutique model firm And it is my favorite model, and it makes great money. You can do very well cherry-pick your projects not a lot of team management and It’s just a great beautiful beautiful thing so We’re looking at this and you can see I’ve got the role for CEO and lead designer on this sheet I Really put kind of an overview of what that role does Obviously each one of these is much more involved certainly the CEO role is way more involved in these whatever six items I put on here We will be going into each role in detail over the next few days But this is an accountability chart, so what does that mean? Accountability chart is where the buck stops with you so these are things that you are accountable for you own it and Actually things that are on your accountability chart could be things that you are actually not doing yourself you are Responsible for delegating it and making sure that it is done well, so is the things that you are queen bee of or king bee okay, you own those regardless of who’s doing it That’s your job, and if something goes wrong with it that was your job. Okay something goes right with it That’s your glass of champagne or your bottle. It’s it’s it’s yours Okay, so that’s what this accountability chart is. It is not a job description. It is the things that you own that that roll owns Okay, so I’ve got the CEO lead designer here, and I’ve got the office manager slash bookkeeper I’ve got the design assistant, or jr. and then the designer on here and I did not put the expediter on here I do have information on that roll that we will be going over in the next couple days and I did put here that the expediting roll can be done by either the admin or the junior preferably the admin Because the admin role has usually the same Core strengths that makes a good expediter first it’s a junior gen tends to be hopefully organized, but still more of a creative, and it’s just not as efficient it can be a a transition though I mean sometimes your junior does do expediting until you are ready to bring on that person so it’s just Don’t count on it being a permanent situation in most cases It is generally not the most efficient way to run a boutique model firm, okay So I don’t think I need to go through all of these items with you because I’m trying to keep these videos short But what I want you to do is think about your existing infrastructure right now in terms of your teams or what you were planning and Really your companies should mirror this pretty closely Regardless of what you call the role and in terms of hiring if you don’t have all of these team members already for those of You who are still growing into this. Obviously you’re gonna be first Obviously and then I recommend for most most firms certainly firms that are doing a lot of product procurement, I recommend getting your admin expediter first Before your junior seems a little bit counterintuitive, but the junior jobs within the things that they do research pricing calling and reserving a fabric CFA’s Receiving product data entry filing all that stuff You can do it and it’s something you’ve done before the only thing maybe that would be different would be maybe not CAD okay, but The admin expediter role none of that is billable for the most part I mean expediting can be a little in a much lower rate though and Generally speaking most interior designers like this is not yours own a genius, so I want you to stay close as close as you possibly Possibly can to years on a genius and most of the time It’s not going to be things that are included in the admin. Expediting your money in money out sending out invoices You know Clients, new clients set up setting up the defaults in your studio web, or Ivy or whatever you’re using. Tracking credit card payments bank reconciliations like this is not your zone most likely you’re like 99 percent of designers out there, okay, so You want to mirror that in terms of your hires. Some of you will find that you need to shift because if you’re at the next stage where you’re not alone, but what I see often is that you’re not alone anymore. You’ve hired someone to help you But they’re doing everything Ok and I get it that is like kind of like we’re just you know all hands on deck. We’re just getting it done But I think even if you’re not in a position to hire right away it is really important that you you go through this with your right hand person and say this is what we’re growing into and we will as we grow have to make some choices about what role you fill. Now if they don’t have a design degree and They’re not a designer then Really, there’s only one choice, and that is the admin admin That’s what I whole if they do have a design degree and they’re good they’ve got a good creative mind, then likely they’ll take you know they’re doing everything and We’ll have them train An admin expediter to take over the more “adminey” types of things and they segue into more design support for you okay, the third hire is a designer and that’s where you complete your design team, so it’s you and then a design team Which is a designer. junior team they execute on all of your projects you provide all of the guidance the vision the clients in You help orchestrate all of this stuff, but they are doing the heavy lifting in terms of implementation, okay? And then just to the to the left of that then you’ve got your admin expediter, and then your your part-time bookkeeper Sales tax person kind of on the side as a 1099 Okay, that is the boutique model when you expand upon that it becomes more like you design team one design team to admin expediter and if you’re doing enough procurement then it’s office manager Expediter okay something like that. I hope that made sense we are going to dive into this a little bit more as We think about all of these roles in detail Okay, I will be going through each one of these roles in detail, and I have a cool gift for you for each one of these roles as well and it’s a little bit unexpected, so I mean you’ve got kind of a an Abridged but a version of the accountability chart. It’s pretty straightforward And most people would think oh well then the next thing I’m going to get is You know like the Job Description, and I certainly have those things available But I wanted to make it a little bit more interesting for you all so stay tuned and I’ll share with you Tomorrow what I’m going to be Gifting you all as a piece of each one of those roles as you kind of fill in the gaps for your systems checklist and Get to the point where you’ve got all of these awesome little items on your systems checked off so that’s That’s the accountability chart in a nutshell. Thanks for joining me today, and I look forward to seeing you tomorrow Until then be BOLD and I’ll see you manana, and bye

One thought on “GET ORGANIZED! DAY 3 – Team Structure for your Interior Design Business by Julia Molloy

  1. As a starting Interior design firm it is great to get your input on how to build my firm properly from the start. Thank you so much for teaching the things they don´t teach in design education.

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