Those of you who know me know how much I love process.  I graduated from college with a degree in chemical engineering and took off to become a process engineer.  I don’t know why, but my brain likes the order that comes from having a process.  However, in college, I also earned the nickname “the creative chemical engineer.”  So, while I do like process, I also like the freedom of being able to create.  And I don’t think those two things are diametrically opposed. When I decided to become a chicken mama, I wasn’t sure what I was doing.  Honestly, I was “winging” it.  I read some books, talked to some people and ultimately decided that I had enough information to jump in with both feet. For the most part, I got the gathering of eggs and the feeding of chickens.  But it soon became clear that I didn’t know how to manage an unruly rooster, nor did I understand the nuances around cleaning the coop.  Dealing with

It’s that time of year when you’re eyeball deep in reviewing the last 12 months, planning for the next 12 and determining how you can get the organization more aligned for the upcoming year. I want to share with you one of the most powerful visuals related to decision making and organizational alignment that I use with teams as I move them along the EOS journey. I always refer to this as the decision making filter when working with my EOS clients. Every single decision needs to first run through these three items, in this particular order, to guide the decision making in your organization. Whether it’s a hire you’re looking to make, policies or processes to implement, or a customer or vendor you’re looking to do business with, every decision to move forward starts here. #1 – Does the Decision Fit Our Core Values and Guiding Principles? Is there a strong

The life you desire is waiting for you. And, you deserve it. When I speak with clients, the number one issue that comes up when talking about an ideal life is worthiness. For whatever reason, people think that they are not worthy of the life they want. And as a result, they become obstacles to their own true happiness. If you are a key owner in a business and you are not living The EOS Life, then you are holding yourself, your business, your leadership, and your employees back. The EOS Life comes down to 5 big ideas: Doing what you love With people you love Making a huge difference Being compensated appropriately With time for other passions Doesn’t that sound great? Who doesn’t want a life that is full of passion, good people, earning deserved compensation, and making a difference? I believe in The EOS Life and I have

At the end of every session, I ask my clients to share an “a-ha” moment from the day. One of my clients responded with, “Resolving ‘Right People Right Seats’ (or RPRS) solved a lot of issues and eased a lot of pain.” As an EOS implementer, I’ve worked with all kinds of businesses, from manufacturers to marketers. What makes EOS effective across all these industries? It deals with an aspect that’s the same within every business: people. Your company, no matter the size or the industry, can’t run without people to keep it going. In today’s unpredictable economy, the last thing you need to worry about is recruitment and retention. Solve issues, keep business running smoothly, and get the right people in the right seats with EOS. Culture Fit is Key You know the saying, “if you don’t love yourself, how can you love someone else?” The same thing could be said about your

Yes, you read that title right. In a post-COVID world where remote or hybrid work has become the norm, the lines between work and home are more blurred than ever. This has created a standard of overworking that inevitably leads to burnout. A few weeks ago, I walked into a meeting with a manufacturing team and instantly felt something was off. I could feel the spark in the air that told me this would be an interesting meeting. Almost as soon as the meeting began, one of the individuals, who was also the co-owner of the business, expressed how deeply he was struggling. It was a situation where this person was working himself to death. After more discussion, I learned that this person had not taken a vacation in five years. The team’s prescription to him was an immediate two-week vacation. This individual had been working for five years straight.