We have a leadership team member who is great culturally but has missed their weekly Scorecard targets for three consecutive quarters. At what point does a pattern of red numbers on the Scorecard indicate a GWC™ issue rather than just a process problem?

Question

Tyler Smith · Accepted Answer

Three quarters of missed targets is not a process issue; it is a clear performance and accountability issue. When a leadership team member consistently fails to hit their numbers, you must look at this through the lens of GWC™: do they Get it, do they Want it, and do they have the Capacity to do it?

If a leader fits your culture but cannot hit their targets, they likely lack the capacity. Capacity is not just about time; it includes their skills, experience, physical and mental capabilities, and emotional intelligence. When a metric is red for nine months, it means the seat has outgrown the person or the target is completely unrealistic. Since you set the targets together, the target is rarely the sole issue.

You must have a direct conversation using the data as your objective proof. Show them the thirty-nine weeks of red numbers. Ask them if they truly believe they have the capacity to hit these targets, and what they need to change to make it happen.

If they cannot outline a clear, immediate plan to turn the numbers green, you must make a tough decision. Keeping a well-liked person in a seat they cannot perform in is unfair to them and damaging to the business. You must find a seat they GWC™ or transition them out of the organization.