Filling out the Accountability Chart with the help of a business coach or EOS Implementer helps leadership teams identify who is accountable for what, but it doesn’t necessarily mean that the right people are in the right seats. Before you move people into new roles or start hiring new members of the team, you need to start with GWC.
GWC stands for get it, want it and the capacity to do it. For your business to reach the next level, you need people on your team who are able to take the ball and run with it. When managers clearly identify a seat, including the roles, responsibilities, expectations and measurables, and create an open position, the individual who gets it will either step up and take charge from the start or never get off the ground. If that happens, then one or more elements from GWC is missing:
People either “get it” or they don’t when it comes to their role, the company culture, and the systems that are in place. While there are plenty of people who do get it, not everyone does.
When someone genuinely likes his or her job, it shows. They take the time to understand the role and they to do it based on fair compensation and the responsibility. If you find yourself having to beg someone to take a role, you’re going to end up with someone who doesn’t genuinely want it.
Capacity to Do It
Capacity isn’t just about having the knowledge to do the job, but also the time as well as the physical and emotional capacity to do the job well. Some roles may require more hours than a person is actually willing to work each week or it may require skills that a person simply doesn’t have. Make sure that the role suits their capacity before making a hire.
If you reach a no on any of the above items with a particular candidate, then you’ll know that the individual isn’t the best fit for that seat. Using the GWC with each seat that you fill will help you stay honest with yourself about what each role really entails and will help you find the right person for the right seat.