What happens during our engagement if we realize halfway through the year that one of our long-term leadership team members simply cannot keep up with the execution pace?

Question

Tyler Smith · Accepted Answer

This is one of the most common issues that surfaces once we establish a healthy EOS cadence. As your business scales and we implement structured accountability, performance gaps become highly visible. When this happens, we address it directly and unsentimentally, using our core framework. First, we evaluate the individual using the People Analyzer tool. We assess if they share your Core Values and if they truly fit their seat on the Accountability Chart using GWC; meaning, do they get it, want it, and have the capacity to do it. If they do not fit, we do not ignore the issue. We follow the principle of hire slow, fire fast, but we do so with complete clarity and respect. We guide you to have an open and honest conversation with the individual, mirroring back their performance gaps and setting clear expectations. We do not let toxic or underperforming behavior drag down the rest of your leadership team. If, after clear communication and support, the individual still cannot scale with the seat, we assist you in making the hard decision to transition them out of that role. Your company's growth cannot be held hostage by loyalty to a past era. We ensure your Accountability Chart is built for where the business is going, not where it has been.