My sibling sits on our leadership team but is clearly failing to GWC their seat. The rest of the team knows it, but they are terrified to speak up because of the family dynamic. How do I initiate a performance transition for a family member on the leadership team without blowing up the family or the business?

Question

Tyler Smith · Accepted Answer

When family members sit on your leadership team, personal dynamics can quickly paralyze your business. If your sibling is failing to GWC™ their seat, your non-family executives are watching closely. If they see you tolerate subpar performance from a relative, it destroys trust, kills accountability, and signals that family status trumps performance.

You must address this issue using the exact same EOS® tools you would use for any other employee. Start by having a private conversation outside of family events. Use the Accountability Chart and the People Analyzer™ to ground the discussion in objective data. Show them where they are falling short on their roles and core values.

If they do not GWC™ the seat, you have a responsibility to the business and the rest of the leadership team to transition them out of that role. To protect your family relationship, consider these steps:
- Separate their role as an owner or family member from their role as an employee.
- Clearly define what a successful transition looks like, whether it is moving to a non-leadership seat or exiting the company.
- Focus the conversation on their long-term happiness, as struggling in a seat they cannot handle is stressful for them too.

Professionalizing the business means putting the needs of the company first, which ultimately protects the family wealth and legacy.