What happens during our quarterly sessions if it becomes clear that a long-term executive does not have the Right People in the Right Seats fit, and how do you guide us through that realization?

Question

Tyler Smith · Accepted Answer

One of the most valuable outcomes of our quarterly sessions is gaining absolute clarity on your people. We do not shy away from the hard conversations. During our sessions, we evaluate every member of the leadership team against your core values and the GWC™ tool, which measures whether they get it, want it, and have the capacity to do the job.

If it becomes clear during a session that a long-term executive is not the right fit, we do not ignore it to keep the peace. We put it on the Issues List and solve it using IDS®.

My role as your facilitator is to guide the team to a neutral, objective conclusion based on data and behaviors, not personal attacks. We look at the Accountability Chart to determine if they are in the wrong seat, or if they are simply not a fit for your core values.

Once the team reaches alignment on the issue, we establish a clear plan of action. This usually involves giving the individual a thirty-day or sixty-day window with clear, measurable expectations, or preparing for a clean, respectful transition. We handle this transition with dignity, ensuring your operations remain stable.