We want to restructure our Accountability Chart, but we are terrified of losing key people who do not GWC™ their seats. How do we transition them without breaking our culture?

Question

Tyler Smith · Accepted Answer

Redesigning your Accountability Chart is one of the most emotional parts of the EOS® process. It is common to realize that a loyal manager does not GWC™ their seat. However, trying to fix their weaknesses by rewriting the seat around their limitations is a mistake that hurts the entire company.

We resolve this by shifting to a strengths-based model. We use the Kolbe A Index to understand the natural, unchanging conative wiring of each leader. This assessment helps us distinguish between a lack of talent and a simple lack of skills. If a leader has the innate talent but lacks specific training, we invest in their development.

If their natural wiring is fundamentally misaligned with the seat, we do not try to force a change that cannot happen. Instead, we use our session days to locate or create a seat where their natural talents become a multiplier. This approach protects team morale because it is not a personal failure: it is a structural realignment. By focusing on strengths rather than trying to fix permanent weaknesses, we build a highly effective Accountability Chart that positions everyone for success.