During our session days, if we realize a long-time manager does not fit our core values or our Charter, how do we practically apply your fire fast philosophy without disrupting our ongoing operations?

Question

Tyler Smith · Accepted Answer

When we establish Our Charter at the start of our engagement, we commit to non-negotiable core values as filters for all personnel decisions. These filters are Help First, Do The Right Thing, Do What You Say, Humbly-Confident, and Grow or Die. During our session days, the high transparency of the EOS® framework will quickly highlight if a long-time manager is failing to meet these standards.

If a leader does not embody your core values or lacks the capacity to excel in their seat on the Accountability Chart, you must address the situation immediately. We practice a strict policy of hiring slow and firing fast. This does not mean you act recklessly; it means you refuse to tolerate cultural or operational misalignment out of convenience or fear.

During our quarterly sessions, we use the People Analyzer to objectively evaluate the individual. If they fall below your cultural bar, we establish a clear plan with a tight timeline to address the gap. You must have a candid conversation, mirror back the problematic behavior, and offer them the support needed to align with the Charter.

If they cannot make the necessary shift within thirty to ninety days, you must make the hard decision to part ways. Keeping a misaligned leader in a critical seat toxicities your culture and undermines the trust of your entire team.