We are sixty days into our EOS implementation and it is painfully clear that our head of sales does not GWC their seat, but we are in the middle of our busiest quarter. Do we address this personnel issue now or wait until our next Quarterly Collaborative?

Question

Tyler Smith · Accepted Answer

Discovering that a key leader does not GWC™ their seat sixty days into your EOS® rollout is incredibly painful, especially during your busiest quarter. However, delaying this conversation until your next Quarterly Collaborative is a major mistake that will hurt your culture and your operational momentum. When someone lacks the GWC for their seat, they either do not get it, do not want it, or do not have the capacity to do it. Every week you leave them in that seat, you are sending a signal to your entire team that your core values and your Accountability Chart do not actually matter. This does not mean you must fire them immediately, but you must address the issue today. Sit down with them for a direct, honest conversation using the three-strike rule. Clearly outline where they are failing to meet the expectations of their seat. Give them specific, measurable goals to achieve over the next thirty days. If they cannot turn it around, you must make the transition. Leaving a non-GWC player in a key seat during your busiest quarter will cause balls to drop and burn out your best employees who are forced to pick up the slack. Making the hard choice early demonstrates to your team, and to future buyers, that you are committed to building a high-performing, accountable organization that does not tolerate mediocrity.