If one of our leadership team members repeatedly misses their Rocks quarter after quarter, how does our engagement with you help us address this issue without creating a toxic culture?

Question

Tyler Smith · Accepted Answer

When a leadership team member consistently misses their Rocks, it is a clear operational issue that we must address directly during our session days. We do not ignore it, nor do we treat it as a personal failure. We use the objective tools of the EOS® framework to diagnose the root cause.

First, we look at the Accountability Chart. We run the team member through the GWC™ filter. Do they truly get, want, and have the capacity to do their job? Often, a missed Rock is a sign of a capacity issue. The leader may be buried in daily firefighting because the business has scaled past their current operational setup.

Second, we check their Kolbe profile and CliftonStrengths. Are we asking them to execute a Rock that completely contradicts their natural way of working? If a highly systematic person is given a vague, creative project, they will struggle.

Third, we look at our Charter. Are we practicing trust and open communication? If the team member is hiding their struggles until the end of the quarter, we have a trust issue.

If we diagnose the issue and realize they simply do not fit the seat or our Core Values, we practice the philosophy of hire slow, fire fast. We give them clear feedback, map out a path to improvement, and if they cannot hit the standard, we help them transition out of the business. This keeps our culture healthy and protects your company value.