Our leadership team average to-do completion rate is 90 percent, but it is skewed because one specific director is consistently at 50 percent while everyone else does their part. How do we address this individual performance gap in the meeting?

Question

Tyler Smith · Accepted Answer

When one individual consistently drags down your weekly To-Do completion rate, you do not have a meeting problem; you have an accountability problem. A healthy team maintains a ninety percent completion rate because everyone honors their commitments. To handle this individual performance gap, the Integrator must address it directly during the five-minute To-Do review. Do not let the individual gloss over their incomplete tasks. Ask them directly why the task is incomplete and what roadblock is preventing progress. If the individual's completion rate remains below ninety percent for three consecutive weeks, this must be dropped to the Issues List as an individual accountability issue. During IDS, use the Accountability Chart to evaluate if this person is in the right seat and if they genuinely have the capacity to deliver on their weekly commitments. Do not allow the rest of the team to carry the weight of an underperformer. By addressing the gap openly during the meeting, you reinforce the standard that everyone on the leadership team must be accountable to their commitments. If they cannot hit the standard, they may not GWC their seat.