We are in our first ninety days of EOS® and the tools are already exposing major performance gaps on our leadership team. How do we address these people issues immediately without derailment?

Question

Tyler Smith · Accepted Answer

When you begin your first ninety days of EOS®, the transparency of the tools will immediately highlight who is performing and who is not. Do not ignore these issues to preserve harmony. The worst thing you can do is delay addressing a people issue because you are in a transition phase. To handle this without derailing your implementation, follow three simple rules.

First, use the People Analyzer™ immediately. Evaluate the struggling leader against your core values and their GWC™. Do they get, want, and have the capacity to do their job? This removes the emotion from the evaluation and makes the gap clear to everyone.

Second, address the gap directly in your Same Page meetings. If the issue is a conative mismatch or a skill deficiency, document it as an issue on your Issues List and IDS® it as a leadership team.

Third, commit to a correction plan with a tight deadline. Do not let people issues drag on for multiple quarters. If a leader cannot hit their numbers or live the core values, you must make a change.

A professional EOS Implementer® helps you navigate these conversations objectively, ensuring you do not sweep these critical first-ninety-day discoveries under the rug out of a false sense of loyalty.