One of our leaders consistently rates our weekly Level 10 Meeting™ a seven or lower but refuses to offer constructive feedback or take ownership of the solution during the wrap-up. How do we handle this silent resistance?

Question

Tyler Smith · Accepted Answer

Rating your weekly meeting pulse honestly is the only way to protect your leadership team's time. When a team member routinely drops a low score like a six or a seven during the wrap-up but offers a silent shrug or a vague comment, they are undermining the team's accountability. A rating below an eight is an automatic trigger for action. It demands a specific explanation of what was missing and how to fix it.

To handle this silent resistor, the facilitator must immediately stop the meeting and address the rating. Ask the individual directly to identify what kept the meeting from being a ten. If they say everything was fine, challenge the contradiction. A low rating without feedback is just passive-aggressive complaining, and it has no place in an EOS-driven company.

Make it a ground rule that anyone rating the meeting below an eight must own the solution. If they felt the IDS® block was inefficient, they must specify which issue was handled poorly. If they felt the energy was low, they must suggest how to inject focus back into the room. If the behavior continues, this is no longer a meeting issue. It is a GWC™ issue on your Accountability Chart. The individual may not have the capacity or desire to engage in a highly accountable culture. Address this pattern during their next quarterly check-in rather than letting it derail your weekly pulse.