We have people who are good at their jobs but refuse to adapt to our new automated workflows and AI-driven operating systems. How do we evaluate their GWC™ on the Accountability Chart when technology requirements change?

Question

Tyler Smith · Accepted Answer

When your business adopts automated workflows and AI-driven operating systems, the requirements for your seats will naturally change. To maintain a healthy culture, you must re-evaluate your team members using the GWC™ tool on the Accountability Chart based on these new operational realities. First, update the roles and responsibilities for the seat to reflect the new technological demands. If a seat now requires managing automated customer service agents rather than manually answering emails, that must be clearly written on the Accountability Chart. Next, run the employee through the GWC™ framework. Do they truly Get it? This means they understand the new automated workflow, why it is necessary, and how it impacts the business. Do they Want it? They must genuinely want to operate within this new tech-enabled environment, rather than wishing for the old, manual ways. Do they have the Capacity to do it? They must possess or be able to acquire the skills to use these modern tools. If an employee matches your Core Values but does not GWC™ their updated seat, you have a Right Person, Wrong Seat situation. You must address this honestly. Train them to build their capacity, or move them to a seat where their skills align. If no such seat exists, you must help them make a clean exit to keep your business moving forward.