If I had a dollar for every leadership team that told me they were “doing Rocks properly”, I’d be writing this from a very nice beach somewhere.
Most teams aren’t lazy.
They’re not resistant.
They’re not trying to avoid accountability.
They’re just misunderstanding what Rocks are actually for.
I see this with self-implementers, long-term EOS teams, and highly capable leaders. The intention is right, but the execution is off. And when Rocks are off, traction quietly disappears quarter after quarter.
So let’s talk about what’s really going wrong.
What Rocks Are Meant To Do
Rocks exist to create focus.
Not general progress.
Not busy work.
Not “everything that feels important”.
A Rock is a commitment to move something meaningful forward in the next 90 days. It forces leaders to make hard choices about what won’t get attention this quarter so that a few things actually get done.
When Rocks are working, you feel it.
Decisions get clearer.
Energy improves.
The business moves forward instead of sideways.
When they’re not, they become a very polite to-do list.
Where Rocks Go Wrong
There are five patterns I see over and over again.
1. Rocks that are really business-as-usual
If the Rock would still happen even if EOS didn’t exist, it’s not a Rock.
“Run payroll properly.”
“Improve internal communication.”
“Keep customers happy.”
That’s not quarterly focus. That’s keeping the lights on.
Rocks are meant to create change, not describe responsibility.
2. Rocks That Are Far Too Big
Leaders are optimistic by nature. I get it. I am one.
But a Rock is not a five-year transformation plan squeezed into a quarter. If it would realistically take six months, a year, or a small army to complete, it’s not ready to be a Rock.
Oversized Rocks don’t inspire teams. They exhaust them.
3. Rocks That Are Vague
“Fix operations.” Fix what?
“Sort out marketing.” Sort how?
“Improve performance.” Improve by when?
If your Rock can’t be clearly explained in one sentence, it’s not sharp enough. Vague Rocks create confusion, not traction.
4. Too Many Rocks at Once
This is where leadership discipline really shows up.
I’ve seen teams set Rocks as if their normal workload has magically disappeared. It hasn’t. Delivery, BAU, people issues, and unexpected fires still exist.
When everything is a priority, nothing is.
Fewer Rocks done properly will always outperform a long list done poorly.
5. Weak Weekly Rock Review
This one quietly kills momentum.
If Rocks aren’t reviewed honestly every single week, they start to drift. Optimism creeps in. Accountability softens. Suddenly it’s week ten and everyone’s surprised nothing moved.
Rocks live or die in the weekly rhythm.
A Lesson I Learnt the Hard Way
Earlier in my career, I set a Rock that sounded impressive and made me feel productive just writing it down. In reality, it was completely unrealistic.
I didn’t finish it. Not even close.
The uncomfortable truth was this: I wasn’t setting a Rock.
I was setting a hope.
That quarter taught me more about focus than any leadership course ever could.
What Rocks Are Actually Revealing
Rocks don’t expose teams. They expose leadership behaviour. They show:
- Where focus is lacking
- Where capacity is misunderstood
- Where accountability is fuzzy
- Where leaders are over-committing
That can feel uncomfortable, especially for capable people who care deeply. But that discomfort is information. And EOS is very good at surfacing it.
How to Set Rocks That Actually Create Traction
Here’s what I guide leadership teams to do:
- Limit the number of Rocks so there’s real focus
- Make each Rock specific and measurable
- Assign one clear owner per Rock
- Ensure Rocks represent change, not BAU
- Review progress honestly every week
Simple? Yes.
Easy? Not always.
But when this discipline is in place, Rocks do exactly what they’re designed to do.
Why This Matters
When Rocks are done well, the business feels lighter.
Teams stop spinning their wheels. Leaders gain confidence because progress is visible and predictable.
Rocks aren’t just quarterly tasks.
They’re a leadership commitment to focus.
And when leaders get that right, traction follows.
If your Rocks feel heavy, vague, or suspiciously like business-as-usual, you don’t need a new tool. You need sharper focus. Email me at debra.chantry-taylor@eosworldwide.com & let’s get your Rocks right.