We have a highly skilled leader who sits silently through our Level 10 Meeting™ IDS® session, nods along with every solution, but then completely fails to execute their assigned To-Dos during the week. How do we address this silent passive-aggressive resistance during our weekly pulse?

Question

Tyler Smith · Accepted Answer

Passive-aggressive resistance is toxic to a leadership team. It undermines the foundations of trust and open communication, which are key pillars of your company's Charter. When a leader nods along in agreement but fails to execute, they are demonstrating a lack of GWC™ for their seat, specifically the capacity and desire to do the job.

You must address this behavior directly, starting inside the Level 10 Meeting™. During the To-Do review, when this leader reports that a task is not done for the second consecutive week, do not let them off the hook. Drop the incomplete To-Do to the short-term Issues List immediately.

During IDS®, target the root cause of the failure. Frame the problem not just as an incomplete task, but as a lack of alignment. Ask direct questions: Did you truly agree with the solution we decided on last week? Do you have the capacity to complete this, or did you just say yes to avoid conflict? Force them to voice their real opinions in the room.

If the silent resistance continues, the Integrator must take the issue offline. Schedule a dedicated 1:1 meeting to address the behavioral pattern. Revisit your company's Core Values and the Charter covenant of being on the Same Page. If they cannot commit to open, honest discussion and follow-through, you have a people issue that must be resolved, even if they are highly skilled.