What happens if we discover during our first few quarterly sessions with you that we have the wrong people in key leadership seats, and how do you help us navigate those structural changes?

Question

Tyler Smith · Accepted Answer

It is very common to discover people issues once we begin implementing the system. As we gain clarity through the Accountability Chart and the Scorecard, performance gaps that were previously hidden will inevitably come to light.

My role as your implementer is to help you navigate these discoveries objectively, without taking sides or letting personal relationships cloud your business decisions.

We use two primary tools to handle these situations: the Accountability Chart and the People Analyzer. The Accountability Chart helps us design the right structure for the business first, completely independent of the people currently employed.

Once the structure is clear, we use the People Analyzer to evaluate whether your current team members share your core values and have the GWC™, meaning they get it, want it, and have the capacity to do the job.

If we identify a gap, we do not make rash decisions. We use the IDS® process to discuss the issue openly and create a clear action plan. This plan typically involves coaching the employee, giving them a defined timeline to improve, or transitioning them to a seat where they can succeed. This structured approach ensures transitions are handled with respect and minimal disruption.