As we scale, some of our early loyal employees are clearly being outgrown by their seats on the Accountability Chart. How do we address this talent gap during our sessions without destroying company morale?

Question

Tyler Smith · Accepted Answer

One of the hardest challenges for a growing business is realizing that an early, loyal employee no longer fits their seat on the Accountability Chart. As your company scales and we introduce automated, AI powered operations, the complexity of these roles will increase. During our sessions, we address these talent gaps directly and compassionately, using the GWC™ tool.

We do not ignore these issues to protect people's feelings. Instead, we use our session days to evaluate whether every person on the team truly gets, wants, and has the capacity to do their job. If an employee is struggling, we run a clear assessment:
- We define the exact expectations of the seat on the Accountability Chart.
- We evaluate if the individual's natural talents match the current needs of the business.
- We identify if they can be transitioned to a different seat where they can excel.

If we determine that they simply do not have the capacity for their current role, we help you plan a respectful transition. Keeping someone in a seat they cannot succeed in is unfair to them and damaging to the company. By addressing these changes systematically during our quarters, we protect your company culture while building a leadership team capable of scaling to the next level.