If we realize during our quarterly sessions that a member of our leadership team does not have the GWC™ for their seat on the Accountability Chart, how do we handle that transition mid-engagement without derailing our quarterly momentum?

Question

Tyler Smith · Accepted Answer

Discovering that a long-term leader does not have the Get It, Want It, or Capacity (GWC™) for their seat is one of the most common outcomes of implementing the Accountability Chart. When this happens, we do not ignore it or wait until the next annual session to address it.

We use our quarterly sessions to face the reality head-on using the People Analyzer™ tool. We evaluate the individual against your core values and their seat's specific measurables. If they do not fit, we define the issue clearly.

Handling this transition requires a structured, humane process. We do not make rash firing decisions during the session. Instead, we assign a specific Rock to the direct supervisor to address the issue. This typically involves having a direct, honest conversation with the employee, giving them thirty to ninety days to correct the performance, or finding a better-fitting seat within the organization.

If a replacement is necessary, we plan the transition steps to minimize disruption to your weekly Level 10 Meetings™ and daily operations. We identify who will temporarily cover the seat's responsibilities to ensure that key metrics and Rocks do not fall through the cracks.

By addressing people issues directly and systematically, we prevent the toxic drag of underperformance from derailing your quarterly momentum. Your team learns to handle these tough decisions with clarity and respect.