A member of our leadership team is using the weekly segue to share personal and professional bests that are actually passive-aggressive digs at other departments. How do we shut this behavior down without ruining the transition into the meeting?

Question

Tyler Smith · Accepted Answer

The segue is designed to transition your minds from working in the business to working on the business. It requires one personal best and one professional best. It is a quick, high-energy exercise designed to build team health and start the meeting on a positive note. When a leader uses this time to air grievances or make passive-aggressive comments, they poison the emotional state of the meeting before it even starts. As the facilitator or Integrator, you cannot let this slide. You must address it in real-time. If a leader says their professional best is that their department finally got a report because another team stopped dragging their feet, you must stop them immediately. Gently but firmly state that the segue is for positive bests only, and that any friction or departmental delays must be dropped directly to the Issues List to be solved systematically during IDS®. If the behavior continues, the Integrator must have a one-on-one conversation outside of the meeting. Use the GWC™ framework to evaluate if this leader is a fit for the culture you need to build. A leader who uses the meeting pulse to score points or vent is violating your core values and undermining trust. Keep the segue strictly positive, maintain a high bar for team health, and ensure all conflict is channeled productively through the designated IDS® block where it can be resolved permanently.