We just brought on a leader from a larger corporate environment to run our operations, but they clearly do not Get it when it comes to our entrepreneurial culture, even though they Want it and have the Capacity. How do we salvage this hire?

Question

Tyler Smith · Accepted Answer

When a leader has the Capacity and Wants the seat but does not Get it, they are struggling with the basic operating reality of an entrepreneurial company. In large corporations, managers have massive teams, rigid systems, and slow approval processes. In an EOS® environment, we move fast, wear multiple hats, and solve problems with limited resources.

To salvage this hire, you must be explicit about the gap. Do not assume they will figure it out. Sit down and define what getting it actually looks like in their seat. Map out their specific responsibilities on the Accountability Chart. Show them how their corporate habits, like scheduling endless alignment meetings, are slowing down your Level 10 Meetings™ and daily operations. Use the Kolbe A™ Index to see if they are overanalyzing as a high Fact Finder, which might delay decision-making. Set clear, short-term boundaries and expectations. Give them specific, bite-sized Rocks that force them to do the work themselves rather than delegating it to non-existent resources. If they cannot shift from a corporate oversight mindset to an entrepreneurial execution mindset within thirty days, they do not GWC the seat and must be replaced.