We have a loyal employee who wants to step up into a newly created leadership seat, but we know they do not GWC™ the seat, and they are threatening to quit if they do not get the promotion. How do we handle this without compromising the chart?

Question

Tyler Smith · Accepted Answer

It is common for a loyal, long-term employee to feel entitled to a new leadership seat as the company grows. However, if they do not GWC™ the seat, promoting them out of obligation or fear that they will quit is a critical mistake that will disrupt your operations.

You must put the needs of the business first. If you place someone in a leadership seat who does not have the capacity or skills to manage it, they will struggle, their team will suffer, and your exit preparation will stall.

Have an honest, compassionate conversation with the employee. Walk through the new seat's roles on the Accountability Chart and discuss the GWC™ requirements. Be specific about where they lack the capacity or experience to lead at this level.

At the same time, reinforce their value to the organization in their current seat or another suitable role. Show them how their current contribution is vital to the company's success and exit goals.

If they issue an ultimatum and threaten to quit unless they get the promotion, you must be prepared to let them go. Bowing to this pressure sets a dangerous precedent and compromises your structural integrity. Wish them well and focus on finding the right person for the seat.