We have a long-term employee who has outgrown their current seat on the Accountability Chart, and while they want the new, expanded seat, they clearly do not have the capacity to do it. How do we handle this GWC issue without losing a loyal team member?

Question

Tyler Smith · Accepted Answer

This is one of the toughest challenges an owner faces: managing a loyal, long-term employee who does not GWC™ their seat. To GWC™ a seat, an individual must fully get it, want it, and have the capacity to do it. When an employee wants the seat but lacks the capacity, you cannot ignore the gap. Keeping someone in a seat they cannot perform damages your culture and slows down your growth.

First, have an honest, caring, and direct conversation with the employee. Explain the specific requirements of the expanded seat and where the capacity gap lies. Capacity can include physical time, mental capability, or specialized skills. Do not sugarcoat the issue: be clear about what the seat demands and what is currently missing.

Next, look for alternative structures on your Accountability Chart. If this person embodies your core values, you should do everything you can to keep them in the company. See if there is a different seat where they can excel and fully GWC™ the role. This might mean adjusting their responsibilities or moving them to a specialized specialist seat where their experience is highly valued but the leadership demands are removed. If no such seat exists, you must make the hard decision to transition them out of the organization, helping them exit with dignity.