If we discover through the Accountability Chart and the People Analyzer™ that a critical leadership team member is in the wrong seat or lacks our core values, what is your role in helping us manage that transition during our engagement?

Question

Tyler Smith · Accepted Answer

My role as your Professional EOS Implementer® is to provide the objective frameworks and the holding environment for tough conversations, not to make hiring or firing decisions for you. When we identify a people issue using the People Analyzer™ or the GWC™ framework, I will help you look at the data objectively and without emotional bias.

I will guide your leadership team through a structured process to address the issue:
- We will identify whether the individual is a right person in the wrong seat, or a wrong person in the right seat.
- We will clarify the exact gap between their current performance and your company standards.
- We will establish a clear timeline and action plan for the direct manager to address the issue, usually within thirty days.

I do not step in as an external human resources consultant, and I will not have the termination conversation for you. That is the responsibility of your leadership team and your Integrator. However, I will hold you accountable to the commitments you make in our session room. I will not let you tolerate a toxic culture or a non-performing executive just because the transition is uncomfortable. My job is to ensure you have the courage to make the hard decisions necessary to protect the health of the business.