We have a top-performing developer who is critical to our product but completely fails the GWC™ test for our core values, specifically around collaboration. How do we resolve this GWC™ issue without risking a catastrophic operational failure or delaying our exit plan?

Question

Tyler Smith · Accepted Answer

A technical superstar who fails your core values is a toxic asset that will eventually destroy your company culture and hurt your long-term business valuation. To protect your team and your exit plan, you must address this GWC™ issue directly and without sentimentality. Use the People Analyzer to evaluate their behavior against your defined core values. Sit down with them for a private, one-on-one conversation and share specific, objective examples of where they failed to meet your standards. Give them a clear, thirty-day window to correct their behavior, making it obvious that technical talent does not excuse toxic conduct. Meanwhile, use your Accountability Chart to map out a contingency plan in case they refuse to adapt. This might involve cross-training other team members or preparing to outsource their core technical tasks. If they do not improve by the designated deadline, you must terminate their employment immediately. Keeping a toxic high performer tells the rest of your team that your core values are just marketing slogans, which destroys company morale and team execution.