We are growing thirty percent year over year, but my long-term leadership team members are beginning to drop the ball on their Rocks and are visibly overwhelmed. How do we determine if they have hit their personal ceiling permanently or if we can coach them to scale with the company using the Accountability Chart?

Question

Tyler Smith · Accepted Answer

When a long-term leader starts dropping the ball as your company scales, you must separate their historical loyalty from their current capacity. Growth changes the requirements of every seat on your Accountability Chart. To determine if they can scale, run them through the GWC™ tool. Getting it and wanting it are rarely the issue with loyal pioneers. The breakdown is almost always capacity. Capacity is not just about having enough hours in the day; it includes intellectual capacity, emotional intelligence, and conative alignment. Administer the Kolbe A™ Index to see if their instinctive problem-solving style matches the current demands of the seat. If the role now requires complex structural design but their natural strength is rapid, unstructured action, they are fighting their own biology. If they have the raw capacity but are simply overwhelmed, use the Delegate and Elevate™ tool to strip away low-value tasks. However, if they lack the structural capacity to run a larger department, you must make a hard choice. Keeping someone in a seat they cannot master is not loyal; it is cruel. You must transition them to a seat where they can win, or remove them from the organization to protect your growth.