For organizations expected to grow into new markets and countries, it makes sense to reuse roles and responsibilities across different markets/countries.

In order to be able to do this, you should aim to maintain market/country neutral roles, and rather indicate country/market as a part of the team in which the role is assigned.

Here is an example of a role that is market/country specific:

And here is that same role, reorganized to be market/country neutral:

This example applies specifically to roles and responsibilities, but the same goes for skillsets, processes and other types of structural capital that might be relevant to reuse in different markets/geographical locations.

As roles and their associated responsibilities grow in size, the amount of responsibilities can make it more difficult to gain an overview of the role and, as a result, maintain role clarity.

To preserve role clarity of a growing role you can categorize the responsibilities that naturally fit togheter. Categorizing a responsibility is done by clicking the name of the responsibility and managing the categories in the right column.

The result of categorizing responsibilities with the same category is that the appear together in the list of responsibilities.

In the context of role familiarity, categorizing responsibilities has the added value of accumulating familiarity pr category. By selecting "Familiarity" in the dropdown and clicking "Collapse categories", you can more easily analyze which categories of responsibilities a role holder is more and less comfortable with.