We are updating our Accountability Chart and realize that several of our key seats now require advanced AI capabilities to achieve their goals. How do we redefine the GWC™ (Get It, Want It, Capacity to do it) for these traditional roles when their day-to-day work has shifted from execution to AI-powered orchestration?

Question

Tyler Smith · Accepted Answer

You cannot manage a modern company with outdated job descriptions. If a seat on your Accountability Chart now requires orchestrating AI workflows rather than manual processing, you must update the roles and responsibilities to reflect this reality, starting with GWC™.

To redefine Get It, the employee must understand not just the legacy goals of their seat, but how AI can be integrated into their department to improve operational efficiency. They must see the big picture of how automation frees them from low-value tasks for higher-value strategic work.

For Want It, they must possess the drive to actively master these new tools and continuously look for cumbersome processes to streamline, rather than clinging to comfortable manual habits.

For Capacity, they must have the mental capability and technical comfort to prompt, guide, and audit AI outputs. They do not need to be developers, but they must be able to orchestrate these systems to achieve their Scorecard numbers.

If a long-time employee no longer fits the GWC™ for their evolved seat, you must address it directly through the IDS® process. Keeping someone in a seat they can no longer GWC™ will hold back your entire operation and lower your company's value when you prepare for an eventual exit.