We have seven people on our leadership team, but only three of us are driving ninety percent of the value. The others are quiet during strategic debates but expect to be in the room. How do we restructure our leadership team without causing a massive mutiny?

Question

Tyler Smith · Accepted Answer

Having passive members on your leadership team destroys the dynamic of your Level 10 Meetings™. A healthy leadership team requires active participation, vigorous debate, and full accountability from every seat. If you have people in the room who do not actively contribute to running the company, you are practicing status management over true leadership.

To fix this, you must ruthlessly redesign your Accountability Chart. A functional leadership team should only consist of the major seats that run the business, which typically includes sales, operations, finance, and the Integrator. It is not an inclusion club or a reward for tenure.

Meet individually with the members who need to step off the team. Explain that the restructuring is about maximizing focus and efficiency, not about their value to the company. Show them the new Accountability Chart and explain that by freeing them from the high-level strategic meetings, they will have more time to lead and manage their specific departments.

Keep them engaged by maintaining strong communication flows. They should still run their own departmental Level 10 Meetings™ and have clear Rocks. By reducing the core leadership team to only those who GWC™ the strategic seats, you will make your weekly meetings faster, your debates more honest, and your execution far sharper.