1-2-3 Inner Game

You Already Know

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Okay, this is the most common question I get. And people always ask it like it's a strategy question.

It's not.

"Dhiren, I've got someone on my team… I don't know if I should let them go."

And here's the thing. They already know. Every time.

They're not asking me what to do. They're asking me for permission.

Because letting someone go isn't a brain problem. It's a heart problem. You've got history with this person. Loyalty. A little guilt. And that history is quietly making the call for you.

Not the actual performance. That's the trap.

So I give people a cheat code. Three questions. I call it GWC.

Get it. Want it. Capacity.

Get it. Do they actually understand the role and the bar? Like, deep down, do they see it?

Want it. Do they want the job? Not the paycheck. Not the title. The work.

Capacity. Do they have the time, the skill, the horsepower to actually pull it off?

Right person, right seat needs all three.

Miss one? Cool. That's a coaching convo. Miss two? You're not managing a teammate anymore. You're babysitting a decision you already made.

And here's the part nobody tells you: the kindness isn't in keeping them. The kindness is in being clear.

Every month you stall, you're not protecting them. You're buying your own comfort. And trust me, they can feel it.

So here's the move. This week, take that name that's been living rent-free in your head.

Run it through the three. Get it. Want it. Capacity.

Then stop asking whether.

Start asking when.

That's it. That's the whole thing.

Here are some Inner Game perspectives to consider this week.

🧠 1 Insight

Everyone on your team can already see the person you can't let go.

They clocked it before you did. And they're not judging the person. They're judging you.

Every week you keep someone in the wrong seat, you're not being kind. You're teaching

your best people what the bar actually is. The one you tolerate becomes the standard you set.

A team doesn't lose faith when a leader makes a hard call. It loses faith when the leader clearly won't.

🪞 2 Reflections

• Who are you keeping for their sake, and who are you keeping for yours?

• If this person applied for their seat today, would you hire them again?

🧭 3 Moves to Practice This Week

• Name the seat. Write the three GWC bars for the role, then hold the person against them. Miss two, and you already have your answer.

• Set the date. Pick the week you'll act. A decision without a date isn't a decision, it's a hope.

• Say it clean. When you have the conversation, lead with the clarity, not the cushion. The softeners are for you, not for them.

Until next week:

Name the seat honestly.

Trade whether for when.

Let clarity be the kindness.

— Dhiren

If you're an entrepreneur, or know one who would benefit from creating clarity, aligning their team, building momentum, and growing their business with the Bloom Growth system, I'd love to connect.