A Quick Framework to Assess (and Upgrade) Your Team
One of the top responsibilities of any growth-focused CEO is ensuring you have the right people in the right seats — a principle popularized by Jim Collins, and one that remains critical at every stage of scaling.
So, here’s a simple, no-fluff framework I’ve shared with countless CEOs and leadership teams to quickly assess talent across your organization — and to get aligned on who stays, who goes, and who needs to move seats.
Step 1: Build Your 4-Column Talent Grid
Fire up a Google Sheet (or Excel if you’re old school). Create the following columns:
- Column A – Name: Every teammate. One row per person.
- Column B – Skill: Rate them A, B, or C based on their competence and performance in their current role.
- Column C – Culture Fit: Rate A, B, or C based on alignment with your company’s core values.
- Column D – TFR (Targeted for Replacement): A simple “Yes” or “No.” If you’re unsure, mark “Yes.” No maybes. No waffling. Be honest.
Run through your entire team. This will force clarity. It removes emotion and ambiguity from the equation. And in less than an hour, you’ll have a clear, visual snapshot of your talent bench.
Step 2: Analyze the Results
You’ll immediately see where the gaps are.
- A/A players – Keep them, promote them, protect them.
- A/B or B/A players – Possible coaching opportunities.
- C players in either category – You’re probably losing time, money, and momentum keeping them around.
- Anyone with a “Yes” in TFR? It’s time to plan their exit or reassignment.
The most critical question: Would you enthusiastically rehire this person today for the same role? If the answer is anything less than a clear yes, that’s your gut telling you something.
Step 3: Multiply the Power – Team Calibration
Now, hand the same sheet to your leadership team and have them complete it independently for their direct reports. Then compare notes. This one move creates powerful calibration across your executive team. It will surface misalignments, blind spots, and even emerging leaders hiding in plain sight.
Step 4: Don’t Miss the “Right Person, Wrong Seat” Opportunity
Too many teams only look at replacing people — not redeploying them. If you’ve got an “A” in Culture Fit but a “C” in Skill, ask yourself: Are they in the wrong seat? Could they thrive in a different role?
Reassigning someone who loves your company and lives your values — but is miscast in their current job — might be one of the highest-ROI decisions you can make.
Final Thought
Every quarter, your team changes — either getting stronger or weaker. This quick ABC exercise is a fast way to diagnose and act before problems compound. And if recruiting is a priority (it always is), this gives you a clear picture of where to focus.
If you want to scale, it starts with people. Always.
Let me know how it goes — and if you need help refining your talent bench, I’m just a message away.