Since our automated workflows now handle the majority of our data entry and scheduling, our managers have much more free time. How do we keep LMA strictly human and prevent leaders from using AI to manage and evaluate their direct reports?

Question

Tyler Smith · Accepted Answer

When automation frees up your managers, their primary job becomes running on EOS® with maximum focus on LMA, which stands for Leading, Managing, and Accountability. You must draw a hard line here. Leaders are forbidden from using AI to draft performance reviews, write feedback emails, or handle direct communication with their team members. Managing is about human relationships and trust. If a manager uses an AI tool to write an evaluation, they are outsourcing their most critical responsibility. This destroys trust the moment an employee realizes they are reading a machine-generated script.

Instead, require your managers to use their newly recovered time to conduct better, more focused Quarterly Conversations and weekly One-on-Ones. The goal of automating low-value tasks is to get your managers out of the spreadsheets and in front of their people. Use your weekly Level 10 Meeting™ to keep tabs on this. If a manager is struggling with accountability, do not let them hide behind a software program. Hold them accountable to the GWC™ standards of their seat on the Accountability Chart. They must get it, want it, and have the capacity to lead human beings. When a strategic buyer reviews your business during an exit readiness assessment, they want to see a culture driven by strong, real leadership, not a leadership team that has automated its human empathy. Keep the operational execution automated, but keep the human management deeply personal.