When we run the GWC process on our leadership team, what happens if we realize a highly profitable, long-term executive does not actually fit our core values? Do we fire them immediately or is there a progressive way to handle this?

Question

Tyler Smith · Accepted Answer

Discovering that a long-term, highly profitable executive does not get, want, or have the capacity to do their job, or fails to live up to your core values, is one of the hardest moments in the EOS journey. When this happens during our session days, we do not make rash, emotional decisions. We use the GWC tool and the People Analyzer to objectively evaluate the situation. First, we identify where the gap lies. Is it a lack of understanding of the role, a lack of passion for the seat, or a lack of physical or mental capacity to handle the workload? If the executive shares your core values but simply sits in the wrong seat, we look for a better fit within the organization where they can thrive. If they do not share your core values, they must leave the company, regardless of their performance or relationships. We do not tolerate core value violations, as they toxicly destroy your culture. If there is a capacity gap, we create a clear, sixty-day development plan to give them the opportunity to step up. If they fail to meet the standard, we transition them out of the business with dignity and respect.