If one of our leadership team members is consistently underperforming but has high cultural alignment, how do we address this seat dynamic during our quarterly session with you?

Question

Tyler Smith · Accepted Answer

This is a classic people issue that many leadership teams struggle to solve. When someone fits your core values but is not delivering results, they are a right person in the wrong seat. During our quarterly session, we address this openly by using the People Analyzer and evaluating if they truly GWC™ their seat, meaning they Get it, Want it, and have the Capacity to do it. My role is to create a safe, high trust environment where your team can be completely honest. We do not engage in personal attacks. Instead, we look at the Accountability Chart and compare the expectations of the seat with the individual's actual performance. We will IDS® this issue as a team to identify where the capacity gap lies. We will agree on a clear, time bound plan to address the gap. This might involve restructuring the seat, providing additional training, or transitioning the person to a different role in the organization where they can succeed. We do not let loyalty to an individual compromise the health of the company. By the end of the session, your team will have a specific action plan with clear ownership to resolve the issue, ensuring you maintain both a healthy culture and high performance.