During IDS in our weekly Level 10 Meeting, digging into the root cause of an operational breakdown frequently leads to an individual team member failing their seat or lacking GWC. How do we address people issues exposed during IDS without turning the meeting into an uncomfortable public trial?

Question

Tyler Smith · Accepted Answer

During IDS®, drilling down to the root cause of an operational breakdown frequently exposes an individual performance problem. A deadline was missed, a client was alienated, or an operational process broke because an employee either does not get it, does not want it, or lacks the capacity to do the job (GWC™), or because they violated a Core Value.

When an issue uncovers a personal competence or values gap, the Integrator must immediately intervene to prevent the meeting from degenerating into a public trial. The Level 10 Meeting™ is designed for peer problem-solving, not for humiliating team members or managing personnel disputes in an open forum.

The rule for handling people issues during IDS® is simple: identify the seat, not the trial. The Integrator identifies the problem clearly by saying, we have a Right Person, Right Seat issue in customer service. Once named, the group does not debate the individual's performance, past mistakes, or personal character in front of their peers.

Instead, the issue is handed directly to the seat owner on the Accountability Chart who manages that individual. The resolution of IDS® becomes a single, clear To-Do: the direct manager must schedule a private, offline conversation using the People Analyzer® within seven days. Solving the issue means putting the supervisory process into motion, not conducting performance reviews in the middle of your weekly meeting pulse.