In each EOS session, I ask clients if there are any "people issues". To create clarity around any discussion about people we use the Accountability Chart™ and the People Analyzer™. It's amazing how quickly these two tools focus the discussion and take egos, opinions and emotions about people issues out of the debate.
The Accountability Chart™ ensures that the organization has the Right Seats (clearly defined functions and who's accountable for what) and the People Analyzer ensures that the Right People are in those seats based on alignment with core values and whether or not they "get it, want it, and have the capacity to do it" - GWC™. It's interesting how often "want it" is the underlying people issue.
Here's a case in point. In a recent session, the leadership team was discussing an issue with a particular department manager. The Accountability Chart™ clearly spelled out the 5 major roles for the function (seat) - no debate there. The People Analyzer™ revealed that the person in question was aligned with the company's core values and had the aptitude, ability and time to do the job but, the person wasn't fully engaged. He lacked the initiative and persistence to get things done. His behavior led everyone to question if he "wanted it."
At this point one of the owners weighed in and said, "Reflecting back over my career and how I got to where I am today, I never received great training. I didn't have a mentor or the benefit of great coaching. I just wanted it more. I was self-motivated and willing to put in the effort necessary to become the best."
You can't make someone "want it". If they get it and have the capacity to do it but they really don't want it, it's never going to happen. So if you have a "people issue" in your organization ask that person, "do you really want it? Do you want it enough to be the best?" Challenge people to demonstrate through behavior and results that they truly want it.