We are entering the season of “more.” More goals, more revenue targets, more initiatives for the New Year.
But before you add more to your plate, I want you to take a look at who is sitting at the table with you.
My one wish for you this holiday season is that you solve one specific “people issue” before the calendar turns. I want you to plan that “Right People, Right Seat” move you’ve been delaying.
If you’ve read my previous articles, you know that I often talk about the danger of tolerating mediocrity and the courage required to hold people accountable. But the ultimate test of that courage is recognizing when a change must be made—not for the sake of punishment, but for the sake of the organization’s future.
The “Right People, Right Seat” Audit
To build a great company, you need two things to be true about every employee:
Right Person: They share your core values. They fit the culture. They are “your kind of people.”
Right Seat: They “Get” the job, “Want” the job, and have the “Capacity” to do it well (GWC, in EOS).
Most leaders struggle with the mixed cases:
The Heartbreaker (Right Person, Wrong Seat)
This is the loyal employee who has been with you since the beginning. You love them. They embody your values. But the company has outgrown their skillset, or they are in a role that simply doesn’t play to their strengths.
• The Trap: You keep them in the seat out of loyalty, but they are drowning, and the team is suffering.
The Terrorist (Wrong Person, Right Seat)
This is the high-performer who hits every quota but leaves a trail of dead bodies in the hallway. They are brilliant at the technical job, but they destroy your culture.
• The Trap: You keep them because you are terrified of losing their production, even though they are toxic to everyone else.
My Challenge to You
You likely have one name popping into your head right now.
Maybe it’s a move up that you need to make (promoting someone ready for more). Maybe it’s a move over (shifting a loyal person to a seat where they can actually win). Or, maybe it is a move out.
Whatever it is, do not carry the indecision into the New Year, but make a plan.
Your team knows who isn’t pulling their weight. They know who is toxic. They are waiting for you to lead.
Plan the move that will clear the air and set the stage for a year where everyone is in a seat where they can thrive.
As we head into 2026, if you know you need help with this one people move – or anything else EOS – don’t hesitate to get in touch.
Have a great holiday!
r