When an issue on our Level 10 Meeting list involves a core values violation or a performance problem with a specific team member, the room gets quiet and uncomfortable. How do we handle sensitive, people-focused issues during our weekly IDS session?

Question

Tyler Smith · Accepted Answer

Handling sensitive people issues in a group setting can be challenging, but ignoring them violates the trust pillar of your company charter. When a people issue is placed on the Level 10 Meeting™ list, you must handle it with a high level of discipline, care, and professional candor. First, determine if the issue is appropriate for the entire leadership team. If the issue involves a direct report of a specific leader and does not impact other departments, it should be pulled offline. The responsible leader should handle it directly in a private one-on-one session. However, if the person in question is a leadership team member, or if their performance affects multiple departments, it must be solved in the room. Use the GWC™ and Core Values frameworks to objectify the conversation. Keep the focus entirely on the role and behavior, not personal attacks. The facilitator must maintain a constructive environment, ensuring the discussion stays focused on finding a permanent solution. This approach builds a healthy, self-policing culture that resolves internal conflicts quickly and maintains the alignment necessary for a clean exit.