As the Entrepreneurial Operating System® gains momentum throughout the business world, more and more companies are implementing EOS® themselves instead of hiring a Professional or Certified EOS Implementer®. Often, leadership teams decide to self-implement EOS for financial reasons—it’s not in this year’s budget, or they believe an Implementer is too expensive. Many teams are big on DIY solutions to save money, so self-implementing seems like a no-brainer. But self-implementing EOS in your company could be more costly than you realize. Your leadership team shouldn’t simply ask if you can afford an EOS Implementer, but if you can afford NOT to hire an Implementer. Read more: Why Self-Implementing EOS May Be Holding You Back Lost Revenue Most teams don’t consider the opportunity costs of NOT hiring an EOS Implementer. As a result, they spend years missing out on increased revenue and optimized productivity. Today I met with a self-implementing team that had that issue.

When Marisa read Gino Wickman’s book Traction, she knew that the Entrepreneurial Operating System® was the solution her small company needed. They had hit the ceiling and weren’t gaining the Traction® she knew they were capable of. EOS® had the structure and tools Marisa’s agency was lacking. She pitched it to her leadership team, and before long they were implementing EOS. She loved the simplicity of the system, and it seemed natural for her to be the one implementing EOS for the team—after all, she was the owner of the company and she had the vision for adopting EOS to begin with. Marisa was also a natural leader, and she was the team member most comfortable in the driver’s seat. Stuck Again But after a couple years of running on EOS, it was clear that the company had hit the ceiling again. While they had gained some Traction and seen

Rocks are one of the most valuable tools in the EOS Process™, and every Rock needs to be SMART: specific, measurable, achievable, relevant and timely. But it’s not always clear what it is you need to measure when reporting on your Rock. Do you base it on the activity that went into the Rock, or on the outcome of the Rock? Let’s say your leadership team needs to hire a new sales leader and get the person onboarded as soon as possible. As your team begins to make the Rock SMART, you need to write the Rock so that on the due date, you can simply say that it’s done or not done, and all be on the same page with the answer. But how do you determine whether the Rock is done or not? Handpicked related content: Don’t Know If Your Rocks Are On-track? There are two approaches to setting the

At the time this article goes live, most companies are halfway through Q1. If you’re not halfway done with your Rocks, you have some catch-up work to do. If you don’t know whether you’re on-track or off-track, you have a bigger issue to figure out. Most of the time, you know exactly where you are in your progress towards completing your Rocks. In general, your Rocks are pretty straightforward and it doesn’t take a “rock-et” scientist to calculate your weekly progress for your Level 10 Meetings™. But not every Rock is that simple. Every once in a while, you find yourself owning a Rock that feels larger than life. Not only is it a challenge to plan out your progress, you have no clear understanding whether you’re on-track or off-track. These Rocks are dangerous, because you can be off-track and not realize it until too late. But there’s a helpful EOS® tool that

The year is off to a great start for your company, but is your leadership team back to your old ways again? With the beginning of a new year comes new business goals. Whether it’s course-correcting from missing last year’s goals, or building on last year’s successes – the new year is a great time to reevaluate and decide the most important priorities for the year. Without an operating system for your business, how do you keep your business goals front and center? In a recent introductory meeting with a leadership team, I asked them what about their most important goals to accomplish this year. I heard different answers from each of the leaders in the room. Yikes. While the spirit of goal-setting was there, without an operating system for their business, they were quickly falling back to their old ways. It’s like Groundhog Day every year: it’s the same

What is the single most critical thing your leadership team needs to be more successful? A two-year study by Google revealed that the greatest predictor of a successful team is the trust among the team’s members. Teams that trust each other are more effective, and teams that lack trust never seem to gain the Traction® you might expect them to. Even when a team is full of high-performers, a lack of trust will hold back their success. Teams That Trust If your organization is running on the Entrepreneurial Operating System®, you probably won’t be surprised that “rock star” team members alone aren’t enough to achieve success. You need to have the Right People in the Right Seats—team members who Get It, Want It, and have the Capacity to do the job. These people have more than mere skill—they also fit your company’s Core Values and Vision. As your team runs on EOS®,