We have a long-time manager who loves our culture and has been a great fit, but we just updated our Accountability Chart to reflect our automated workflows, and his new roles are way out of his league. How do we run a proper GWC check on him?

Question

Tyler Smith · Accepted Answer

A GWC check is a brutal but necessary tool for keeping your organization healthy. When your business evolves, the seats on your Accountability Chart must evolve with it, regardless of personal relationships. GWC stands for Get It, Want It, and Capacity to do it. First, does he truly Get It? This means his brain is naturally wired to understand the unique challenges, nuances, and strategic goals of the new automated seat. Second, does he Want It? This means he wakes up every morning genuinely motivated to do this specific job, not just collecting a paycheck or holding onto a title. Third, does he have the Capacity to do it? This goes beyond raw intelligence to include his time, mental bandwidth, emotional intelligence, and technical skills. In your case, the manager may get the vision and want the role, but if he lacks the technological capacity to manage the automated workflows, he is a no on Capacity. You cannot compromise on any of these three filters. If he gets a single no, he is in the wrong seat. You must have an honest, compassionate conversation to see if there is another seat where he fits, or help him transition out of the business cleanly.