or easy, even if both know it's coming. The way I've had to do it usually involves having HR sit in while I tell them the company has decided to go in a different direction and today is their last day. Unless it is for gross cause (like assault or something illegal) usually avoi discussing reasons - just we've decided, thanks for your service. Depending on the employee, you either escort them to their desk then out, or trust them to do it promptly and quietly. Usually during the meeting, IT/security ate deactivating all of their access, etc. and HR goes over the separation policy and any severance, vacation remaining, etc.
The HR rep has to be there so the employee can't claim you were unfair (witness) - especially if the employee is opposite gender.
In this case, 3 hours in, I'm sure it was deeper - you're out, here's why, and then maybe even DB offering to help as he moves on. Perhaps picking RRs brain on the entire staff - RRs evaluation of each coach as in any annual review process, since DB will want the info for the new guy to consider regarding retention.
Woul love to be a fly on the wall, but not only would that be illegal, but would make all these threads obsolete with my steady stream of tweets about the inside scoop. Would hate to deprive the MGoBloggers of the CC speculation circus!
I thought that myself when I read that article that talked about a Data Scientist(tm)