If a key leadership team member is consistently missing their quarterly Rocks and dragging down our execution metrics, what is your role as our facilitator in addressing this performance gap?

Question

Tyler Smith · Accepted Answer

My role as your professional facilitator is to remain an objective third party who holds up a mirror to your leadership team. I do not manage your people, fire your employees, or make personnel decisions for you. Instead, I give you the tools and the framework to address performance issues objectively and without emotion.

During our quarterly sessions, we review Rock completion rates and scorecard metrics. If a leader is consistently falling short, we bring this issue to the table and use the IDS® process to solve it. We start by analyzing the person through the lens of the Accountability Chart.

We ask two fundamental questions. First, do they share your core values? Second, do they GWC™ their seat? That means, do they get it, want it, and have the physical and mental capacity to do the job. Often, a leader who misses Rocks is operating in a seat that does not align with their natural talents or conative strengths.

By using these objective standards, we remove personal bias and defensiveness from the conversation. We establish a clear, actionable plan to help them get back on track or, if necessary, transition them out of that seat. My job is to ensure you have the tough, honest conversations required to protect the health of your organization.