We have a long-term leadership team member who is resistant to learning new systems or adapting to our new automated workflows, claiming their old methods still work. How do we apply our Grow or Die core value to this situation?

Question

Tyler Smith · Accepted Answer

A leadership team member who refuses to adapt is holding your entire company back. In a business preparing for a clean exit, resting on past achievements is not an option. Your core value of Grow or Die means everyone, especially your leaders, must continuously improve and adapt to new operational realities.

To address this, you must have an open and honest conversation. Do not attack their character. Instead, mirror back their specific behaviors. Show them how their resistance to new systems or automated workflows is slowing down their department and impacting the weekly Scorecard. Use the GWC tool to evaluate them. While they may get the seat and want the seat, they currently lack the capacity to do the job if they refuse to learn the skills required to run an AI-powered operation.

Set a clear, short-term expectation. Frame upskilling not as a choice, but as a critical requirement for their seat. Give them a specific Rock to master the new automated workflows within the next ninety days. Offer support and training, embodying your Help First core value.

If they choose not to adapt or continue to resist, they are making a decision to leave the bus. You must fire fast when core values are violated. Transition them out of the seat with respect, but do not compromise the future of your company to protect one person's comfort zone.