How to Assess Team Members Using Core Values and GWC (Without Awkward Conversations)

Team alignment is critical for any business striving to achieve a clear vision. But assessing team members can be tricky, especially if you’re worried about fostering uncomfortable conversations or missteps. That’s where the Entrepreneurial Operating System (EOS) toolset comes in.

By integrating Core Values and GWC (Get It, Want It, Capacity To Do It) into your leadership strategy, you can objectively evaluate team alignment and effectiveness while maintaining trust and transparency. This guide will walk you through the assessment process and provide actionable steps so you can turn results into meaningful action plans.

Understanding Core Values and GWC

What are Core Values?

Core Values form the foundation of your company culture. They’re a set of vital guiding principles (generally three to seven) that represent who you are and what you stand for as an organization. When embedded into your hiring, firing, and feedback practices, they allow you to attract and retain like-minded people who resonate with your beliefs.

What is GWC?

GWC is a tool within EOS that determines if a team member is in the right seat. The criteria are simple:

• Get It: They understand their role and responsibilities.
• Want It: They genuinely want to excel in their position.
• Capacity to Do It: They possess the necessary skills, time, and mental bandwidth for their role.

Combining Core Values with GWC ensures you’re evaluating both cultural fit and functional capability in objective, meaningful ways.

Why Assessments Matter in Team Dynamics

Why should you actively assess team members based on Core Values and GWC?\

Because a great business thrives not just on strategy but on people alignment. Misaligned teams can cause cultural friction, slow down progress, and lead to unmet expectations. When leaders take responsibility for building teams aligned with Core Values and seating them in the right roles based on GWC, they create clarity, set the organization in motion, and ensure everyone is rowing in the same direction.

The goal of this post is to help you effectively evaluate your team and create inspiring action plans, all while building trust rather than fostering defensiveness.

Step 1. Prepare for the Assessment

To conduct a meaningful assessment, start by laying the groundwork.

Clearly Define Your Core Values

Your Core Values must be specific, actionable, and authentically define your organization’s culture. Here’s how EOS suggests finding them:

1. List team members who embody your culture and values.
2. Identify their standout characteristics.
3. Distill these traits into 3-7 timeless Core Values.

For example, if collaboration is critical at your company, you might include “Team Over Ego” as one of your Core Values.

Understand GWC Criteria

It’s crucial to objectively define what “Get It, Want It, Capacity To Do It” looks like for every role in your organization. Outline each role’s:

• Responsibilities (the “Get It” part).
• Unique appeal (the “Want It” part).
• Necessary skills or qualifications (the “Capacity” part).

Step 2. Conduct the Assessment

Once your Core Values and GWC benchmarks are clear, move into the evaluation phase.

Use the People Analyzer

EOS provides a tool called the People Analyzer, a simple but powerful way to evaluate your team members against your Core Values and GWC. Here’s how it works:

1. List key Core Values at the top of a table and GWC alongside them.
2. Rate each person based on their fit. Use these symbols:
   • “+” for consistently living the value.
   • “+/ -” for sometimes living it.
   • “-” for not demonstrating it.

For GWC, simply evaluate whether they fulfill each criterion. If they don’t “Get It,” “Want It,” or have the “Capacity to Do It,” make note.

Sample Questions for GWC Evaluation

• For “Get It”: Does this team member clearly understand their job responsibilities?
• For “Want It”: Does their engagement suggest enthusiasm for this role?
• For “Capacity”: Do they have the skills and bandwidth to deliver consistent results?

Step 3. Analyze the Results

Interpret the Outcomes

Once you’ve rated every team member:

• Highlight those with consistent “+” ratings in all Core Values.
• Identify any “-” scores, which suggest misalignment.
• Pinpoint if any team members are missing the requirements for GWC.

The People Analyzer also helps clarify who the “right person” is (aligned with Core Values) and who’s in the “right seat” (aligned with GWC). You may find people who are culturally aligned but not in roles suited to their skills, or those who excel in their roles but clash with your values.

Step 4. Turn Results into Actionable Plans

True progress comes from turning insights into clear, constructive steps.

Addressing Core Values Misalignment

Team members who don’t align with Core Values often create unspoken but significant cultural friction. Here’s how to address it:

1. Have an Open Conversation:
   • Schedule a 1-on-1 and gently, but clearly, outline where alignment is missing.
   • Provide examples to illustrate your points.
2. Focus on Growth:
   • Set concrete expectations for demonstrating Core Values consistently moving forward.
   • Offer coaching or mentorship opportunities to guide improvement.
3. Know When to Part Ways:
   • If, after giving fair opportunities for change, there’s no improvement, trust the system. A team member who consistently undermines Core Values isn’t just jeopardizing morale; they’re eroding trust.

Reassigning Seats or Roles for GWC Gaps

When a team member fits Core Values but struggles with GWC, role reassignment may provide a win-win:

1. Offer tailored training programs to help build capacity.
2. Adjust workloads or responsibilities to better fit their skill set.
3. Reassign to roles that leverage their strengths.
4. Clearly state expectations and timelines for improvement.

By proactively addressing these gaps, you show you believe in the potential of your team, which fosters loyalty and motivation.

Step 5. Maintain a Positive and Productive Team Environment

Assessments can feel uncomfortable if not handled with care. Follow these steps to maintain trust and morale:

• Lead with Empathy: Acknowledge emotions and avoid making judgments.
• Promote Open Communication: Encourage feedback from your team during and after the process.
• Focus on Solutions: Frame the entire process as a collaborative effort aimed at individual and organizational growth.

By maintaining a growth-oriented mindset, you’ll create an environment where assessment leads to actionable change and personal development.

Real-Life Success Stories with EOS

Companies across industries have transformed their workplace dynamics using EOS processes. One organization famously trimmed misaligned team members and achieved a record 87% revenue growth within a year. Another realigned GWC gaps, allowing long-term employees to thrive in roles that better suited their skill sets, ultimately improving retention and engagement.

“EOS helped us not just build alignment but fostered a culture of accountability where people feel empowered to grow without fear,” shares a business leader from Michigan.

Your Next Step to Team Transformation

Your team is the heart of your business, and aligning on Core Values and GWC is the best way to keep it healthy. Done right, this process can foster trust, drive accountability, and take your business to the next level.
Start your team assessment today with our free People Analyzer template.