Our top AI Solutions Architect gets amazing results and is crucial for our upcoming exit valuation, but he completely refuses to follow our core values and acts as a toxic bottleneck. How do we make this Right Person Right Seat call when his technical output is so high?

Question

Tyler Smith · Accepted Answer

Keeping a toxic superstar because they have high technical output is a critical mistake that will destroy your company culture and hurt your exit valuation. Acquirers look at the strength of your leadership team and your overall organizational health. A brilliant but toxic employee creates a single point of failure and drives away your best talent.

In the EOS framework, a Right Person Right Seat call requires both a core values match and a GWC check. If your AI Solutions Architect gets the seat, wants the seat, and has the capacity for it, but consistently violates your core values, they are the wrong person in the right seat. You cannot compromise on your core values.

Use the People Analyzer tool to address this issue objectively. Schedule a one on one meeting and walk them through the specific instances where their behavior did not align with your core values. Give them thirty days to correct their behavior and establish clear, measurable expectations.

If their attitude does not change after thirty days, you must terminate their employment. Keeping them sends a message to your team that performance justifies bad behavior. Replacing them may cause short term pain, but it is necessary to build a healthy, scalable business that is ready for a clean exit.