What happens if we reach a point in our session days where we realize a long-time, loyal executive does not have the capacity to scale into a key seat on our new Accountability Chart?

Question

Tyler Smith · Accepted Answer

When we build your Accountability Chart, we focus strictly on the functions your business needs to scale over the next three years. We do not build the chart around your existing people. This objective approach often reveals that a long-time, loyal executive may not have the capacity or the right skills to scale into their new seat. When this occurs, we use the GWC™ tool to evaluate the situation. We ask three simple questions: Do they get it? Do they want it? Do they have the capacity to do it? If the answer to any of these is no, we must address the misalignment immediately. As your facilitator, I will help your leadership team navigate this conversation with complete honesty and respect. We do not ignore these issues to avoid discomfort. Instead, we use the IDS® tool to identify the root cause of the seat misalignment and determine the best path forward. Our recommendation is always to practice hiring slow and firing fast when it comes to alignment with your core values and seat capacity. This does not mean we immediately terminate a loyal employee. We look for other areas in the business where they can add value and fit perfectly. However, if a seat is misaligned, we must take swift action to protect the health of the entire organization.