We are concerned that starting this process will expose the fact that some of our long-term, loyal managers do not have the capacity to handle our future growth. How do you help us navigate the difficult people decisions that inevitably surface during our sessions?

Question

Tyler Smith · Accepted Answer

Implementing EOS is highly objective, which means it will naturally highlight where you have people issues. It is common to discover that a loyal, long-term employee does not have the GWC to sit in a key seat on your new Accountability Chart. When this happens, we do not make emotional or rash decisions.

We use the People Analyzer to evaluate them objectively against your core values and their seat requirements. My role is to help you see the situation clearly and remove the emotion from the equation. We focus on doing what is right for the health of the organization.

If a loyal manager is struggling, we first look to see if we can move them to a different seat where they can succeed. If there is no such seat, we help you plan a respectful and professional transition. Keeping a person in a seat they cannot fulfill is unfair to them and damaging to the team. I guide you through these tough decisions with a focus on clarity and kindness, helping you build a high-performing team that can execute your vision.