What's up guys? Welcome back to build. And today we are talking about letting go of leaders who just don't fit.

So as I go to report this podcast, it's 823 on a Friday morning and I am anticipating conversation I'm going to have to have in the next 60 minutes with a team because

I am letting go of their leader. And so I had a lot of this top of mind because, you know,

there's the process of making sure their work is covered, making sure you're going to be able to

divvy up everything, finding a backfill. There's all that stuff. But what's most important to me is how do I message this to my team and how do I reframe the

situation so that they understand it's good? Because I truly believe it's good and I know it's the

right thing to do, but most people don't see it that way. And I actually thought about, okay,

I'm writing this all out. I have this message to my team.

And I was like, wow, this is like a great opportunity to show other people how I approach

these situations because I think a lot of people view them as bad, view them as wrong.

And I just want to shed a different light on that for you.

You know, I think overall, this is definitely one of the hardest decisions you have to make. But they're also one of the most necessary decisions that you have to do as somebody who's a founder, a CEO, a leader in a company is letting go people who aren't a culture fit.

And I specifically want to speak to culture fit because I think that, honestly, if somebody's unable to perform, that's a very clear cut.

I would say it's much easier to let somebody go when they're not performing because it's

like, here's the metrics, you're not hitting the metrics, here's what I've done to help you,

you're not accepting the help, you're not putting in the work, like you can be objective

about the fact that they're not hitting their performance goals.

This, however, is definitely one of those decisions that keeps

a lot of people up at night. You know, you hire somebody, you're investing in them, you put your

trust in them, you put a whole team under them, and then whether it be all at once or slowly,

you start to realize, like, okay, this person is actually not fit. In fact, you might have somebody

who's leading a team, and they might be a five out of ten culture fit and the people beneath them are eight out of ten, seven out of ten, nine out of ten

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