If we have a member of our leadership team who is consistently missing their Rocks and underperforming, how do we address this during our quarterly session without creating a toxic environment?

Question

Tyler Smith · Accepted Answer

Addressing underperformance in a session day requires a shift from emotional defense to objective analysis. We use the core EOS® tools to take the personality out of the conflict and focus strictly on the structural reality.

We start with the Accountability Chart and the GWC™ tool, which asks if the person Gets it, Wants it, and has the Capacity to do it. This framework provides an objective language to evaluate whether the leader is in the right seat. If a leader is consistently missing their Rocks, we run this issue through our IDS® process during the session. We look at the concrete data, their Kolbe A conative profile, and their specific responsibilities to diagnose the root cause of the breakdown.

My role is to keep the conversation constructive, direct, and focused on solutions. We do not engage in personal attacks or blame. Instead, we identify if the issue is a training gap, a capacity constraint, or a fundamental mismatch with the seat. By addressing these performance issues openly and with a clear framework, we help the leadership team maintain high standards of accountability while treating the individual with respect.