Implementer Posts
Leaving Something Good: A Leap of Faith
Leaving something broken is easy. Leaving something healthy, meaningful, and full of people you genuinely care about—that’s a different kind of decision altogether. As I recently passed my two-year mark as an EOS Implementer, I found myself reflecting on one of the most difficult and bittersweet decisions of my career: stepping away from TekConcierge. That chapter of my life was rich. I had the privilege of helping build something meaningful alongside an incredible group of people. We weren’t just working jobs—we were building a culture. One rooted in clear values, a genuine help-first mentality, and a belief that people matter just as much as results. That’s what made leaving so hard. It wasn’t the work. It wasn’t the company. It certainly wasn’t the people. The team was strong. The culture was healthy. The momentum was real. And as COO/Integrator, I carried a deep sense of responsibility—not just to the leadership
If You’re Too Busy for a Clarity Break, You Need One Most
“I just don’t have time.” That’s the most common response I hear when I ask leaders about their Clarity Break. They’re running meetings. Chasing numbers. Solving issues. Handling people. Responding to noise. And somewhere in all of that, the one tool designed to protect their thinking quietly disappears. The Clarity Break is one of the simplest tools in EOS. It’s also one of the first to get dropped when things get busy. Ironically, that’s exactly when it matters most. What a Clarity Break Actually Is A Clarity Break isn’t a holiday. It’s not scrolling LinkedIn. It’s not replying to emails with a coffee. It’s protected thinking time. Time to step out of the operational noise & ask bigger, sharper questions about your business. It’s where leaders review: Their Vision Their quarterly priorities Their key measurables Their biggest issues It’s not reactive. It’s intentional. And it’s often the only space leaders
Is it a disaster, or just business?
Being a chicken mama during the winter months is not glamorous. It is all work and no, or minimal, egg production. I know egg production always drops this time of year, but when I see other chicken mamas thriving, I start to question my skills as a chicken mama. Late this fall, in the midst of this egg production drought, I asked a fellow chicken owner what was happening in her coop, and she told me her hens were laying. I expressed my frustration, and she suggested I give my hens some cookies, saying it might make them start laying. So, I went to the store and got some animal crackers. Still, no eggs. Thinking back on what my chicken coach had suggested, I started giving the hens some scratch, hoping this favorite food would turn things around. And yet, no eggs. In mid-December, at the peak of my frustration
Is Your Team Healthy or Just Getting By?
Strong businesses aren’t built on strategy alone. They’re built on teams that trust each other, communicate honestly, and stay aligned even when things get hard. Over the past year, several leadership teams I work with have shown just how powerful that kind of health can be. One healthcare organization is now serving more patients with fewer doctors while running more smoothly operationally. A construction company grew by 30 percent with the same number of team members and improved production efficiency so much they’re ready for more sales. A nonprofit that once felt stuck is now solving root issues, operating with clarity, and delivering more value to its members. Different industries. Different challenges. One common thread: Each of these teams made a deliberate investment in becoming healthier. Because they did that work, they’re now seeing the results in measurable growth, stronger alignment, and better decision making. So what actually makes a
Bad Boss Confessional Podcast Appearance
https://www.youtube.com/watch?v=SlTS_tMhPro Listen in to hear why an employee drew an unflattering picture of me on a bar bucket. It was all my fault!
Keeping Score
Scorecards have been a common theme at EOS sessions I have facilitated lately. In general, I find the EOS Scorecard is one of the most misunderstood tools in the EOS Toolbox. But it doesn’t need to be. For anyone who isn’t familiar, the Scorecard we use in EOS is a set of 5-15 weekly metrics, reviewed at your weekly Level 10 meeting. These metrics should provide you with a true pulse on the health of the business. It’s only 5-15 because you want to be tracking critical activities, not just anything that would be nice to know. And here is where people wander off the path. The ideal metrics are leading indicators. These are activity-based metrics that will help you understand whether you are on track to hit your monthly or quarterly objectives. The Scorecard doesn’t take the place of your monthly report or your quarterly financials. Those are still