One of our key leadership team members has become quiet and passive during our weekly Level 10 Meetings, doing just enough to hit his personal Rocks but contributing nothing to our strategic discussions or problem-solving sessions. How do we address this checked-out behavior before it drags down the team?

Question

Tyler Smith · Accepted Answer

A checked-out leader on your leadership team is a silent killer of momentum. When a peer disengages, it sends a message to the rest of the team that mediocrity is acceptable, and it quickly erodes the collective energy of your meetings.

You must address this immediately through a direct, one-on-one conversation. Do not wait for your next quarterly review. Ask them what is going on. Often, this quiet disengagement is a symptom of burnout, a feeling of being bypassed, or a lack of clarity about their future role as the company prepares to scale or transition.

Use the GWC™ framework to evaluate them. Do they still Want this seat, or have they lost their passion for the role? If they are overwhelmed by the operational demands, they might need help delegating some of their responsibilities so they can focus on high-level strategic contributions.

If they do still want the seat, set clear expectations for their participation. Being on the leadership team is not just about managing a department; it is about co-owning the success of the entire organization. This means active participation in IDS®, challenging peers, and contributing to strategic planning.

If they cannot re-engage and bring the necessary energy to the table, they no longer GWC™ the leadership seat. You must transition them out of the seat to maintain the health and alignment of the rest of your leadership team.