If everyone in your department or organization is a (relatively new) GTD-er, then you may have a point. But that's not usually the case. In my work, I have redesigned the traditional job description as well and add metrics which the individual employee has helped develop. The job descriptions are more results-based, rather than just broad areas of focus. So everything works as a system. And feedback is very important too..internally and externally. I'm a big believer that you almost can't over communicate when it comes to WHY you do what you do.
Originally Posted by curtis
But just having everyone shift their focus to a more customer-centric model (internal and external) is quite a shift and can make a big difference.
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