Some of our leadership team members are struggling in their roles, and we suspect they are in the wrong seats. How do we use our sessions with you to diagnose whether this is a structural Accountability Chart issue or an alignment of their natural talents?

Question

Tyler Smith · Accepted Answer

When a leader is struggling, it is easy to make excuses or jump to conclusions. During our sessions, we use a systematic process to diagnose the root cause of the issue. We separate the structural needs of the business from the personal relationships of the people currently sitting in those seats.

First, we look at the Accountability Chart to ensure the seat itself is clearly defined and necessary for the business. Then, we apply the GWC™ tool: does the person Get it, Want it, and have the Capacity to do it? We evaluate whether their struggles stem from a mismatch of their innate, natural talents or simply a temporary lack of acquired skills. Natural talents are enduring, while skills can be trained.

By analyzing performance through this lens during our quarterly sessions, we remove the emotion from the discussion. We can clearly see whether a team member needs additional training, or if they need to be moved to a different seat that aligns with their natural strengths. This objective process allows us to protect company morale while ensuring you have the right people in the right seats.