How do we objectively determine if a leadership team member has truly hit their ceiling or if they just need better training and support to handle our growth?

Question

Tyler Smith · Accepted Answer

To determine if a leader has hit their ceiling or simply needs training, you must move away from subjective impressions and use concrete EOS tools. Start with the Accountability Chart. Review the five major roles defined for their seat and ask yourself if they still GWC this seat. To break this down, first look at Get It. Do they truly understand the culture, the systems, and the pace of the department at this new scale? Next, look at Want It. Do they show up with the energy and desire to run this larger operation, or do they seem burnt out and nostalgic for when the company was smaller? Finally, evaluate Capacity. This is where training and resources come into play. Capacity includes intellectual, emotional, and physical capability, plus time. If you suspect they lack capacity, test it. Give them a highly specific, measurable quarterly Rock designed to address their operational gap, and provide the necessary resources or training. If they fail to achieve the Rock and their department Scorecard metrics continue to lag despite having the tools they need, they have reached their ceiling. When a leader lacks the capacity to grow, no amount of training will solve the issue. Recognizing this early prevents you from wasting time on endless training while their department struggles.