People Analyzer™ Tool Guide

What is the People Analyzer™?

The People Analyzer™ is an EOS® tool that helps you objectively evaluate if you have the right people in the right seats. It combines two critical assessments:

Right Person = Shares your Core Values
Right Seat = GWC™ (Gets it, Wants it, Capacity to do it)

When someone is both the right person AND in the right seat, magic happens. When they're not, you have issues.

The People Analyzer™ Equation

Right Person + Right Seat = Ideal Team Member

Possible Outcomes:

✅ Right Person, Right Seat → Keep and develop
⚠️ Right Person, Wrong Seat → Move to different role
⚠️ Wrong Person, Right Seat → Cannot keep (values matter most)
❌ Wrong Person, Wrong Seat → Immediate action required

Setting Up People Analyzer™ in MeetingTango

Initial Configuration

Navigate to People → People Analyzer™
Define Core Values (if not already in V/TO™)
Set Rating Scale (typically 1-5 or +/+-, -/+, etc.)
Add Team Members to evaluate
Schedule Reviews (quarterly recommended)

Part 1: Right Person Assessment (Core Values)

Understanding Core Values Assessment

Core Values are non-negotiable. To be the "Right Person," team members must exhibit ALL your core values consistently.

Rating Methods in MeetingTango

Method 1: Plus/Minus System

++ Most of the time (Strong yes)
+ Some of the time (Yes)
+/- Some of the time (Maybe)
- Not often (No)

Bar: Must be + or ++ on ALL core values

Method 2: Numeric Scale (1-5)

5 - Always exhibits this value
4 - Usually exhibits this value
3 - Sometimes exhibits this value
2 - Rarely exhibits this value
1 - Never exhibits this value

Bar: Must score 3+ on ALL core values

Core Values Evaluation Process

For each core value, ask:

Specific Behavior Questions:
- "Give me an example of when they demonstrated [value]"
- "Tell me about a time they didn't show [value]"
- "How do they exhibit [value] daily?"
Consistency Check:
- Is it consistent across situations?
- Do customers see it?
- Do team members see it?
- Do you see it under pressure?
The "Rehire" Test:
- Knowing what you know, would you hire them again?
- Would you be disappointed if they left?
- Do they make the culture better?

MeetingTango Core Values Features

Behavioral Anchors - Define what each value looks like
360 Feedback - Gather input from multiple sources
Historical Tracking - See trends over time
Anonymous Input - Optional anonymous feedback
Examples Library - Document specific behaviors

Part 2: Right Seat Assessment (GWC™)

The GWC™ Framework

To be in the "Right Seat," a person must have all three:

G - Gets It

"Gets It" means they truly understand:

The role and its responsibilities
How to do the job well
The company culture and systems
How their role impacts others
What success looks like

Assessment Questions:

Do they understand the role without constant explanation?
Do they grasp new concepts quickly?
Can they connect dots others miss?
Do they understand the "why" behind tasks?

Red Flags:

Need constant re-explanation
Don't see the bigger picture
Make the same mistakes repeatedly
Can't work independently

W - Wants It

"Wants It" means they genuinely want:

The responsibilities of the role
To do the job well
The challenges that come with it
To grow in this direction
To be accountable for results

Assessment Questions:

Are they excited about the role?
Do they take initiative?
Do they go above and beyond?
Are they energized by the work?

Red Flags:

Clock watching
Minimum effort only
Complaining about responsibilities
No enthusiasm or passion
Want a different role

C - Capacity to Do It

"Capacity" includes:

Intellectual capacity - Smart enough
Emotional capacity - EQ and maturity
Physical capacity - Time and energy
Skills capacity - Experience and ability

Assessment Questions:

Do they have the skills/experience?
Can they handle the workload?
Do they have emotional intelligence?
Can they manage the stress?
Do they deliver results?

Red Flags:

Consistently overwhelmed
Can't meet deadlines
Quality issues
Stress affecting performance
Skills gap too large

GWC Scoring in MeetingTango

Binary Assessment:

✅ Yes - They have it
❌ No - They don't have it

Must have ALL THREE (G + W + C) to be in the right seat

Using the People Analyzer™ Tool

Step-by-Step Process

1. Individual Evaluation

Leadership team evaluates each person
Use specific examples, not feelings
Be honest and objective
Document reasoning

2. Team Discussion

Share individual assessments
Discuss discrepancies
Reach consensus
No surprises - person shouldn't be present

3. Create Action Plan

Based on results, determine next steps

4. Have the Conversation

Be direct and honest
Use specific examples
Focus on fit, not failure
Agree on action plan

The Four Quadrants

Quadrant 1: Right Person, Right Seat ✅

Action: Keep, develop, and retain

Provide growth opportunities
Increase responsibilities
Recognition and rewards
Succession planning

Quadrant 2: Right Person, Wrong Seat ⚠️

Action: Find the right seat

Identify their strengths
Explore other roles
Provide training if close
Set timeline for change

Three Options:

Move to a different seat
Evolve the current seat
Create a new seat (if justified)

Quadrant 3: Wrong Person, Right Seat ⚠️

Action: Cannot keep (values are non-negotiable)

Document value misalignment
Create transition plan
Set firm timeline
Help them find better fit elsewhere

Remember: Skills can be taught, values cannot

Quadrant 4: Wrong Person, Wrong Seat ❌

Action: Immediate change required

Quickest transition possible
Clear communication
Dignified exit
Learn from hiring mistake

MeetingTango People Analyzer™ Features

Assessment Dashboard

Matrix View - Visual four-quadrant display
Heat Map - Quickly identify problem areas
Trend Analysis - Track changes over time
Team Summary - Overall team health

Automated Workflows

Review Scheduling - Quarterly reminders
360 Feedback - Collect multi-source input
Action Plans - Template-based next steps
Progress Tracking - Monitor improvements

Documentation Tools

Evaluation History - Complete assessment records
Behavior Examples - Specific instance documentation
Meeting Notes - Discussion documentation
Decision Log - Track personnel decisions

Integration Points

V/TO™ - Pull core values automatically
Accountability Chart - Link to roles
Performance Reviews - Inform evaluations
Recruiting - Define ideal candidates

Best Practices for People Analyzer™

1. Quarterly Reviews

Schedule every 90 days
Make it a ritual
Track progress on action plans
Celebrate improvements

2. Be Courageously Honest

Use facts, not feelings
Specific examples required
No sacred cows
Focus on business needs

3. Act on Results

Don't ignore the data
Set clear timelines
Follow through on decisions
Support transitions

4. Communicate Clearly

No surprises
Regular feedback
Clear expectations
Documented plans

Common Mistakes to Avoid

❌ Avoiding Difficult Conversations - Problems don't fix themselves ❌ Ratings Inflation - Being "nice" helps no one ❌ Ignoring Core Values - They're non-negotiable ❌ Focusing Only on Performance - Values matter more ❌ Not Taking Action - Analysis without action is worthless

Having the People Analyzer™ Conversation

Preparation

Complete assessment thoroughly
Gather specific examples
Prepare action plan options
Schedule adequate time
Choose private setting

The Conversation Structure

Opening: "I want to discuss your role and how we can ensure you're successful and fulfilled..."

Share Assessment:

Start with positives
Be specific and factual
Use the People Analyzer framework
Allow them to respond

Discuss Action Plan:

Present options
Get their input
Agree on next steps
Set clear timeline
Document agreement

Follow-Up:

Schedule check-ins
Provide support
Monitor progress
Adjust as needed

Sample Conversations

Right Person, Wrong Seat

"You're a great cultural fit and we value having you on the team. However, this role isn't playing to your strengths. Let's explore where you could have more impact..."

Wrong Person, Right Seat

"You're highly skilled at what you do, but there's a misalignment with our core values. Specifically, [give examples]. This is something we need to address..."

People Analyzer™ Success Metrics

You're using it effectively when:

✅ Quarterly reviews happening consistently
✅ Honest assessments (some reds/yellows)
✅ Action plans created and executed
✅ Team health improving over time
✅ Right people in right seats increasing

Legal and HR Considerations

Important Notes:

Document everything objectively
Focus on job requirements and values
Apply consistently across organization
Consult HR/legal for terminations
Follow company policies

Implementation Timeline

Month 1: Setup

Define core values clearly
Create accountability chart
Train leadership team
Complete first assessment

Month 2: Action

Review results as team
Create action plans
Have initial conversations
Begin transitions

Month 3: Progress

Monitor action plans
Support transitions
Track improvements
Prepare for next quarter

Ongoing: Rhythm

Quarterly assessments
Regular accountability
Continuous improvement
Cultural strengthening

Quick Assessment Checklist

Right Person (Core Values):

Right Seat (GWC):

Gets the role and responsibilities
Wants the role and challenges
Has capacity to succeed

Action Required:

Get Started

Ready to build your ideal team?

Remember: The People Analyzer™ isn't about being harsh—it's about being honest. When you have the right people in the right seats, everyone wins.