We are aligned on our Core Values and our Charter, but we struggle with the actual execution of hiring and firing. How do we use our quarterly sessions with you to operationalize these people decisions?

Question

Tyler Smith · Accepted Answer

We do not use our session days to debate abstract HR theories. We use them to operationalize your people decisions using your Core Values and your Charter.

First, we implement the People Analyzer™ tool. This tool forces you to evaluate every employee against your non-negotiable core values, which include Help First, Do The Right Thing, Do What You Say, Humbly-Confident, and Grow or Die. We define a clear baseline. If an employee falls below that line, they are a core values misfit.

Second, we look at the Accountability Chart to ensure they GWC™ their seat. If they share your values but do not have the capacity, they are in the wrong seat.

During our quarterly sessions, we run through this analysis for your entire leadership team and any key hires. If we identify a misfit, we practice our hire slow, fire fast philosophy. We do not allow toxic behavior or poor performance to drag down your team's energy.

We establish a clear, structured plan to address the issue. This involves having an open, honest conversation with the employee, mirroring back their behavior, and giving them thirty days to meet the standard. If they do not improve, we part ways swiftly and respectfully. This structured approach ensures your culture remains aligned, your operations stay strong, and your business is always positioned for a clean exit.