We have a division leader who understands and wants their seat, but they clearly lack the capacity to deliver the required results. How do we handle a GWC™ deficit when the person is a great cultural fit?

Question

Tyler Smith · Accepted Answer

It is relatively easy to handle a situation where someone does not share your core values. It is much harder when you have a loyal, culturally aligned team member who simply lacks the capacity to deliver results in their seat. When a leader is a great cultural fit but does not GWC™ their seat, you must address the capacity issue directly. Capacity is not just about time. It is about the mental, physical, and emotional capability to do the job at a high level. First, be honest with them. Use your quarterly conversations to discuss their performance objectively, using hard data from the Scorecard and their Rock completion rates. If they struggle with the capacity to execute, evaluate if they can be trained or if they need more support. However, do not let this process drag on indefinitely. If they cannot GWC™ the seat after reasonable support, you must make a change. Because they are a great cultural fit, look for another seat on the Accountability Chart™ where they can succeed. They may be excellent in a different role that matches their natural strengths and conative wiring. If there is no suitable seat available, you must make the difficult decision to let them go. Keeping someone in a seat they cannot master hurts the company and frustrates the individual.