We have a lot of operational chaos, and some of our key department heads are currently seat-warmers rather than true leaders. Do we need to clean up our staff and fire underperformers before our first session, or do we do that during the EOS implementation?

Question

Tyler Smith · Accepted Answer

Do not start firing people before we begin. Trying to clean house in a vacuum of objective data usually results in letting the wrong people go or creating panic across your organization. We start by building your Accountability Chart during our first sessions. This tool defines the structure your business needs to get to the next level, completely independent of the people currently sitting in those seats. Once we have the right structure, we evaluate every leader using the GWC™ tool, which assesses whether they get it, want it, and have the capacity to do the job, and our Core Values. This gives you an objective, unemotional framework to make personnel decisions. If someone does not fit, you will have a clear, documented path to transition them out. Doing this work during our engagement ensures that you make changes based on structural necessity rather than personal frustration. We will identify the talent gaps systematically during our first ninety days. Your role as an owner is to trust the process and let the tools reveal who belongs on the journey and who needs to be replaced.