If we establish our Owner's Box Charter based on Trust and Same Page alignment, what concrete steps do you take with us during a session when a critical executive is clearly not living up to these non-negotiable core values?

Question

Tyler Smith · Accepted Answer

Under our Owner's Box Charter, Trust and being on the Same Page are not soft, optional concepts. They are the non-negotiable operational standards of your leadership team. When a critical executive repeatedly fails to live up to these standards or misses their quarterly Rocks, we do not ignore it to maintain a false sense of harmony. During our session days, we use the People Analyzer™ to evaluate the executive against your Core Values and their GWC™ on the Accountability Chart. We do this with complete transparency and respect. First, we establish clear expectations by mirroring back the behavior that is violating the Charter. We look at whether the issue is a core values mismatch or a capability problem. If they do not share your core values, the decision is simple: you must practice hire slow, fire fast, and transition them out of the business. If they share your core values but are struggling with their role, we IDS® the root cause. We look at their Kolbe profile to see if they are in a role that fights their natural strengths. We then set a strict timeline with clear milestones for improvement. If they cannot achieve alignment within that window, we make the tough, healthy decision to remove them from the seat. This protects the integrity of your operating model and maintains trust across the entire organization.