We have openly shared with our leadership team that we are preparing the business for an exit in the next eighteen months, but now everyone is distracted by their future job security instead of focusing on their weekly Scorecard numbers. How do we keep them focused on execution?

Question

Tyler Smith · Accepted Answer

Sharing your exit plans with your leadership team can create anxiety about job security, leading to distraction and declining performance. When executives focus on their future employment instead of their weekly Scorecard numbers, the business suffers, and you risk damaging the valuation you have worked so hard to build.

To regain their focus, you must establish a clear bridge between their daily execution and the successful exit of the company. Bring the team back to the V/TO® and review your 1-Year Plan and quarterly Rocks. Explain that a clean exit is only possible if the business continues to demonstrate predictable, profitable growth.

Address their anxiety head-on using the Trust pillar of Our Charter. Be open and honest about what the transition means for their roles. If there are retention bonuses, equity payouts, or career opportunities with the potential acquirer, outline these incentives clearly. Make sure they understand that their financial and professional upside is directly tied to hitting their targets.

Reinforce accountability during your weekly Level 10 Meetings™. Keep the focus strictly on leading indicators and measurable results. By ensuring every team member has clear, short-term ownership of their metrics, you channel their nervous energy into high-performance execution. A successful exit is a team effort, and their focus must remain on driving value until the deal is closed.