Our leaders are putting sensitive interpersonal conflicts and direct-report performance issues onto our public Level 10 Meeting Issues List, which leads to highly uncomfortable, unproductive debates. How do we filter these people-centric issues out of the weekly leadership pulse?

Question

Tyler Smith · Accepted Answer

Your Level 10 Meeting™ is designed to solve operational issues that impact the company's traction and execution. It is not a therapy session or a performance management tribunal. When sensitive interpersonal conflicts or individual performance struggles end up on the public Issues List, it creates discomfort and destroys trust.

Under Our Charter, trust is built on open and honest communication, but it must be handled in the right forum. If two leaders have a personal conflict, or if a leader has a performance issue with a direct report, that issue does not belong on the leadership team's IDS® list. It must be taken offline immediately.

The correct venue for resolving interpersonal friction is a direct, one-on-one conversation, or a structured session using tools like the GWC™ (Get It, Want It, Capacity to Do It) filter and Core Values assessment. If the conflict is between two leadership team members, they must schedule a separate meeting to resolve it using love and respect.

If an interpersonal issue is placed on the Level 10 Meeting™ agenda, the Integrator must redirect it. Tell the owners of the issue to solve it privately and report back only if a structural change is needed on the Accountability Chart. Keep your weekly ninety-minute pulse focused on the numbers, Rocks, and operational bottlenecks that keep the business scaling toward a clean exit.