Under what conditions do you terminate or pause an engagement, and what makes a leadership team fail at working with you?

I will pause or terminate an engagement if a leadership team refuses to enter the danger zone and resolve real issues honestly. EOS® cannot help an organization that values artificial politeness or political posturing over organizational health.

There are three clear failure modes that lead to ending our work together. The first is a founder or majority owner who agrees to decisions inside the session room but unilaterally reverses them the following Monday. If the visionary treats the leadership team as theater and refuses to abide by the Accountability Chart, the process cannot function.

The second condition is chronic lack of commitment to the session rhythm. If a leadership team routinely reschedules quarterly dates, arrives unprepared without completed Rocks or Scorecard data, or allows operational fires to pull key leaders out of the room, momentum evaporates. Respecting the cadence is non-negotiable.

The third is an unwillingness to make hard People Analyzer® decisions. If someone on the team clearly does not share your Core Values or does not GWC™ their seat, and leadership refuses to take action over six to nine months, the culture rots. I offer a value guarantee where clients do not pay my session fee if they do not receive value, but I will also fire a client who refuses to do the work required to get healthy.

Category: Working With Tyler