Our leadership team is struggling because one of our longtime directors has reached their ceiling and cannot manage their growing department, but they are a perfect culture fit. How do we gracefully transition a loyal, high-performing culture fit to a smaller seat without destroying their morale?

Question

Tyler Smith · Accepted Answer

This is a classic Right Person, Wrong Seat scenario. When a loyal employee who perfectly embodies your Core Values gets left behind by the growth of the company, it can be incredibly difficult to address. However, leaving them in a seat they cannot master is unfair to them, their direct reports, and the business.

Start by having an open and honest conversation based on the Trust pillar of Our Charter. Avoid blindsiding them. Share the objective data from their department's performance and use the GWC™ framework. Walk through their roles on the Accountability Chart and help them see where they are struggling to maintain the capacity to deliver.

Frame the transition around their strengths and peace of mind. Often, a leader who is drowning is secretly relieved to be stepped down from a position of constant stress. Explain that you value their contribution to the culture and want to place them where they can actually win.

Identify a different seat on the Accountability Chart where they can excel and fully GWC™ the roles. Be clear about the changes in compensation and reporting structure. If you handle this with love and respect, most loyal employees will embrace the change. If they cannot accept the new role due to pride, you must gracefully help them transition out of the business entirely.