We have a key director who has mentally checked out and is doing the bare minimum to coast, which is dragging down the energy and execution of our entire Level 10 Meeting. How do we address this passive disengagement before it infects the rest of the leadership team?

Question

Tyler Smith · Accepted Answer

A coasting leader on your executive team is a silent killer. Because they are highly experienced, they know exactly how to do just enough to avoid getting fired, but their lack of passion and urgency acts as an anchor on your entire company's execution.

You cannot allow this passive disengagement to continue. The rest of your leadership team will quickly grow resentful of carrying the extra weight, and your middle managers will emulate this low-energy behavior.

Address this issue directly. Schedule a private meeting and use the GWC tool as your guide. A leader who is coasting often no longer Wants the seat. They may be burnt out, bored, or distracted by external pursuits. Ask them directly if they still have the fire to lead their department and help the company scale.

Review their scorecard metrics and Rocks. If their numbers are consistently on the edge of failing or if their quarterly goals lack ambition, point this out objectively. Explain that the leadership team requires proactive energy, not passive maintenance.

Give them a clear choice: recommit to the seat with the required urgency or work on a transition plan to step down. If they choose to stay, set clear, measurable milestones for their performance and engagement. If they cannot or will not re-engage, you must transition them out of the seat to protect the health of your leadership team.