One of our key leadership team members has become clearly checked out, coasting along because they know we are preparing for an exit in two years. Their lack of engagement is starting to infect their department. How do we re-engage them?

Question

Tyler Smith · Accepted Answer

Coasting on a leadership team is unacceptable, especially during the critical years leading up to an exit. When an executive checks out, their department loses its compass, metrics begin to slide, and mid-level managers become disengaged. You must address this performance and engagement gap directly. Schedule a one-on-one meeting to discuss their GWC status. Focus on the Want component. Ask them directly if they still want their seat and the responsibilities that come with preparing the company for an exit. If they are tired and ready to retire, acknowledge their contributions but make it clear that the next two years will require intense focus and energy. If they are willing to re-commit, establish clear, high-impact Rocks that align with your exit preparation goals, such as documenting processes or training a successor. If they cannot or do not want to put in the effort required, work out a transition plan. Replace them with an ambitious leader who is eager to drive the company across the finish line. This maintains your momentum and ensures you go to market with a high-performing leadership team.