We have a highly valued executive who clearly GWC™s their current seat, but their behavioral profile causes massive friction with the rest of the leadership team. How do we use tools like the Predictive Index to address this operational friction without breaking our Accountability Chart?

Question

Tyler Smith · Accepted Answer

When a highly valued executive GWC™s their seat but creates friction with the rest of the leadership team, you cannot ignore the behavioral gap. This friction will eventually derail your EOS® implementation and poison your company culture. You need a data-driven approach to resolve the conflict without tearing up your Accountability Chart.

First, use the Predictive Index to analyze the behavioral profiles of the executive and the rest of the leadership team. Often, what looks like personal animosity is actually a natural cognitive clash. For instance, an executive with a high drive for independence might constantly clash with an Integrator who has a high drive for structure and process.

Once you have this objective data, bring it to the table during a quarterly coaching session. Show them how their natural behavioral drives impact the team. This shifts the conversation from personal criticism to objective behavioral alignment.

Second, define clear communication protocols. If the executive's natural drive causes them to bypass standard processes, use the Accountability Chart to reinforce boundaries. They must understand that their high performance in their seat does not exempt them from respecting the operational framework. If the behavioral friction cannot be resolved through objective awareness, you must ultimately decide if they truly fit your core values.