One of the hardest parts of running a business isn’t strategy or systems – it’s people.
Most business owners have felt it at some point:
- The employee who’s great at their job but toxic to the culture.
- The loyal team member who’s kind and values-driven but always misses targets.
- The high performer who’s technically brilliant but refuses to work as a team.
It’s tough. Because we care about our people. But sometimes, the people who got you here aren’t the same ones who can take you there.
That’s why EOS teaches a simple but powerful principle: Right People, Right Seats.
When you master it, everything gets easier. The right people energise you. The wrong ones drain you.
Let’s break down what it means & how to make it real in your business.
What Does “Right People, Right Seats” Mean?
“Right People, Right Seats” (RPRS) is the EOS way of creating a team that fits your culture & performs in their roles.
It’s two parts:
- Right People: They fit your Core Values. They make your business a better place to work.
- Right Seats: They have the skills, capability, & motivation to do their role effectively.
You need both.
If you have right people but wrong seats – they’ll frustrate you.
If you have right seats but wrong people – they’ll damage your culture.
The goal is alignment: people who believe what you believe, & are excellent at what they do.
Right People: The Core Values Test
In EOS, your Core Values define the behaviours that make someone a great fit for your team.
They’re not generic words from a poster. They’re who you really are when you’re at your best.
Ask yourself:
- Who are your top performers – the ones you’d clone if you could?
- What traits do they share?
- What behaviours do you reward & celebrate?
That’s where your Core Values live.
Once they’re clear, every person in the business can be evaluated against them.
The “People Analyzer™” Tool
EOS uses a simple tool called the People Analyzer™. It lists your Core Values across the top, and each person down the side. For each value, you rate them:
- “+” if they live that value consistently.
- “+/-” if they’re inconsistent.
- “–” if they rarely or never demonstrate it.
To be a “Right Person,” someone should be mostly “+” on all your Core Values.
It’s not about perfection – it’s about alignment.
Right Seats: The GWC™ Test
Once you’ve got the right people, you check if they’re in the right seats.
EOS defines this using the GWC™ tool:
- Get it – Do they understand the role?
- Want it – Do they genuinely want to do it?
- Capacity – Do they have the time, skills, & ability to do it well?
Each question is yes/no. If someone doesn’t Get it, Want it, or have the Capacity – they’re not in the right seat.
This isn’t judgment – it’s clarity.
Sometimes, a great person just needs to be moved to a seat that fits them better. Other times, you realise the role has outgrown the person – or vice versa.
How It All Fits Together
Think of your business like a football team.
You might have incredible players – but if your striker is playing goalkeeper, or your coach wants to be the captain, you’re going to struggle.
That’s what “Right People, Right Seats” is about.
The Accountability Chart defines the seats – the functions your business needs.
RPRS makes sure the people in those seats fit the structure & the culture.
Together, they form the foundation of a healthy, high-performing team.
Why “Right People, Right Seats” Matters
When a business doesn’t have the right people in the right seats, you see the symptoms everywhere:
- Missed targets.
- Constant conflict.
- Finger-pointing.
- Lack of accountability.
- Leadership exhaustion.
But when you get it right, everything changes.
- Decisions are faster.
- Execution improves.
- Morale lifts.
- Accountability becomes natural.
As one of my clients once said, “We didn’t realise how heavy the business felt until we got the right people around the table.”
That’s the magic of clarity.
How to Use the People Analyzer & GWC Together
EOS brings these tools together in a simple process:
- Evaluate everyone quarterly. Use the People Analyzer to review Core Values & GWC.
- Discuss openly. This isn’t personal – it’s about alignment & growth.
- Take action.
- If they’re a right person but wrong seat → move them.
- If they’re a wrong person but right seat → start a transition plan.
- If they’re neither → they’ll thrive elsewhere.
When done well, this process builds trust. People know what’s expected. They know how they’re measured.
Real-World Example
I worked with a growing construction company that had a brilliant estimator. Technically gifted, highly experienced – but always clashing with others.
When we used the People Analyzer, he scored low on several Core Values. He didn’t collaborate, resisted accountability, & undermined leadership.
He was in the right seat, but not the right person.
After months of tough conversations, the team made the change. Within weeks, energy lifted. Morale improved. And profits rose – because the right person in that seat brought teamwork back.
Sometimes, the hardest decisions lead to the healthiest teams.
Common Mistakes with “Right People, Right Seats”
- Avoiding tough conversations. Hoping it’ll get better rarely works.
- Judging too quickly. Always check if it’s a clarity issue before assuming it’s a people issue.
- Mixing Core Values with skills. Values are about behaviour. Skills are about performance.
- Trying to “train” culture. You can train skills, but not values.
- Keeping someone who doesn’t fit. One wrong person can hold back the entire business.
7 Frequently Asked Questions About Right People, Right Seats
1. What does “Right People, Right Seats” mean?
It means having people who fit your culture (Right People) & are excellent in their role (Right Seats).
2. How do Core Values fit into this?
They’re the standard for behaviour. If someone doesn’t live your Core Values, they’re not a right person – no matter their skill.
3. What is GWC?
It stands for Get it, Want it, Capacity – a simple way to check if someone is truly right for their seat.
4. What if someone is the right person but in the wrong seat?
Find a seat that matches their strengths. Don’t lose a good person because of a poor fit.
5. What if they’re the wrong person but in the right seat?
They might hit targets, but they’ll damage culture. Long-term, it costs more than it helps.
6. How often should we evaluate this?
Quarterly. People evolve, roles shift, & the business grows. Regular reviews keep alignment.
7. How does this impact company performance?
When everyone fits, accountability rises, energy lifts, & growth accelerates. It’s transformative.
Final Thought
Getting the right people in the right seats isn’t just an HR task – it’s a leadership discipline.
It’s how you build a team that shares your values, delivers results, & drives your business forward without constant firefighting.
It’s not easy. It takes courage. But once you’ve done it, you’ll never go back.
📩 Want help getting the right people in the right seats in your business?
Email me at debra@businessaction.com.au or book a free clarity call.
Written by Debra Chantry-Taylor, FBA Accredited Family Business Advisor, Certified EOS Implementer & Founder of Business Action.
Business Action is focused on helping Entrepreneurs lead better lives, through creating a better business. We have a small team of accredited family business advisors, EOS Implementers & Leadership coaches, as well as access to a huge range of advisors through our Trusted Partners Network.
