What happens if we discover during our initial EOS sessions that one of our long-term equity partners or key executives does not fit our core values or lacks the capability to grow into their new Accountability Chart seat?

Question

Tyler Smith · Accepted Answer

It is very common to discover during our initial sessions that a long-term executive or equity partner is no longer the right fit for the business. As your organization grows, the seats on your Accountability Chart will naturally demand higher levels of capability.

When we identify a people issue during our sessions, we do not ignore it or push it down the road. We use the People Analyzer to evaluate the individual objectively. We look at whether they consistently live your core values and whether they truly GWC their seat.

If a partner or executive does not fit the culture or cannot perform the duties of the seat, we must address the gap. This does not mean you immediately fire them on Monday morning.

Instead, we create a plan to have a clear, honest conversation. We mirror back the specific behaviors and performance metrics where they are falling short, and we give them a clear timeline to improve.

If they still cannot meet the standards, you must make the difficult decision to transition them out of that seat. Keeping the wrong person in a critical role destroys team trust and stalls your progress. I will guide your leadership team through these hard decisions, ensuring you protect both the culture and the business.