I get the point they are trying to make, but I think there is a middle way.
On one extreme you have not comment, and then challenge Ted privately. At the other extreme, you have the option of telling Ted in his meeting his performance is poor.
I think, in a status update meeting, there is a middle path which is to challenge Ted on the reason his deadlines were missed, and to drill down on those reasons and further challenge them if they're not adequate. That way you're not personally criticising Ted, but you're letting him (and the team) know that he has things that need to improve.
On one extreme you have not comment, and then challenge Ted privately. At the other extreme, you have the option of telling Ted in his meeting his performance is poor.
I think, in a status update meeting, there is a middle path which is to challenge Ted on the reason his deadlines were missed, and to drill down on those reasons and further challenge them if they're not adequate. That way you're not personally criticising Ted, but you're letting him (and the team) know that he has things that need to improve.