Our head of business development talks a great game and claims they are fully committed to our growth strategy, but their quarterly Rocks are consistently incomplete. How do we use the GWC tool to address this gap between their words and their actions?

Question

Tyler Smith · Accepted Answer

When an executive speaks with passion but repeatedly fails to execute, you are experiencing a breakdown in accountability. To resolve this, you must run their performance through the GWC filter: do they Get it, do they Want it, and do they have the Capacity to do it? Get it means they understand the depth, flow, and pace of the role. Want it means they have the genuine spark and desire to do the job without constant prodding. Capacity is the physical, mental, and emotional capability, along with the time, to perform. Sit down with this leader and look at their historical Rock completion rate and Scorecard metrics. Do not focus on their excuses; focus on the data. Often, smooth-talking executives want the title and the compensation, but they lack the capacity to execute. They might be overwhelmed by the tactical workload, or they may lack the specific skills required to build automated outbound systems for your scale-up. Ask them directly to self-assess using the GWC framework. If they lack the capacity, you must determine if that gap can be closed through training or support. If they lack the get it or want it, no amount of coaching will fix the issue. You must make a hard, clean decision to replace them so you do not drag down your exit timeline.