The C-Suite Progressive Performance System: Transforming People Development into Competitive Advantage
Part of the Meta3™ Framework Series By Dr. Kelli Seaton
The $2.5M Problem Hiding in Plain Sight
C-suite leaders set strategy but sometimes fail to develop their people systematically. Without data-driven feedback patterns, organizations can't equitably identify who's excelling, who needs support, or who's not in the right role.
The result? Organizations are stuck in the churn cycle. And mediocrity becomes the norm.
The Churn Cycle: $150K-$250K Per Person
For a $100K employee, here's what the churn cycle can cost:
Hire: $40K
Onboard: $180K (training, lost productivity, team disruption)
Decline (in productivity): $30K
Replace: $240K (the cycle begins again)
Total: $150K-$250K per person (1.5-2.5x annual salary) For 10 employees: $2.5M annual churn cost
(These figures are based on industry averages from Gallup, SHRM, and the Work Institute.)
The Real Problem: Leaders Choose Scapegoat Over Responsibility
Most leaders know their direct reports need development. But instead of taking responsibility, they scapegoat:
"I know we aren't meeting our goals and the team could really do more. But we are all professionals. If they can't do their job, that's their fault."
This is the Scapegoat ego block in action. When leaders blame individuals instead of building systems, the churn cycle perpetuates.
The Solution: The Progressive Performance System
Pattern Recognition → Development → Decisions
Step 1: The 2x2 (Manager ↔ Direct Report)
Both reflect on:
What's working + impact
What's not working + impact
Ongoing, bi-weekly or monthly
This deliberate design interrupts power dynamics. Both people bring the same level of honesty and vulnerability.
Step 2: Patterns Emerge
After 3-4 cycles, you'll see:
Consistent strengths
Recurring growth areas
Systemic issues
Data replaces opinion.
Step 3: Development Plan
SMARTIE goals (specific, measurable, achievable, relevant, timebound, inclusive, equitable)
Rigorous evaluation rubric (80% threshold)
Accountability: Clear rubrics and timelines
Step 4: Outcomes
Path A: Person improves and excels (meets 80% of plan)
Plan B: Person not in right role (evidence-based decision, not opinion
The ROI: $2M in Net Savings
Retain: Save $130K-$230K per person (avoided churn costs)
Excel: +20-30% productivity gains (Gallup: Engaged employees show 21% higher productivity)
Develop: Build institutional knowledge
Promote: Internal leadership pipeline
The math:
Churn cycle: $2.5M annual cost
Development cycle: $200K investment
Net savings: $2.2M + productivity gains
The Meta3™ Framework: Interrupting the Scapegoat Ego Block
Level 1: NOTICE THE THOUGHT
"If they can't do their job, that's their fault."
Just notice this thought. Don't judge it. Just see it.
Level 2: LISTEN - THE INTERNAL DIALOGUE
Self 1 (Protector): "What if you fail at coaching?"
Self 2 (Learner): "Just try. Work with the People Team. Coaching will improve even if it starts out shaky."
Level 3: TRANSCEND + CHOOSE
The Photographer sees: "Self 1 prevents you from looking like you don't know what you're doing. But the team sees it because the data shows it. Face it and grow WITH your team."
Which voice aligns with who I'm becoming?
✓ Evidence over ego: Question what's happening
✓ Transparent reasoning: Show what's happening—even when I'm learning
Your Turn: Calculate Your Churn Cost
Calculate how many employees you've lost this year
Multiply by 1.5-2x their average salary
That's what not developing people systematically is costing you
Now ask yourself: What if we invested 10-20% of salary to develop talent instead of paying 150-250% to replace them? The question is: Which cycle will you choose?
Coming Next Week: The 2x2 Reciprocal Feedback System—how to interrupt power dynamics and make feedback flow in both directions.
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