A client of mine shared a great analogy to explain what happens in an organization (like his) that is growth oriented, striving to be the best, and continually raising the bar as all companies must, to evolve, survive, and thrive in the long run.
If you haven’t read my previous blog, “What is a Visionary?”, it’s a vital read before reading this one.
One of the most powerful EOS tools is the accountability chart. It’s powerful because it crystallizes the right structure (click here to download the accountability chart) and illustrates all available seats in your organization. In addition, it clarifies who reports to who and who is accountable for what.
One of the most enjoyable parts of the EOS Process is getting a leadership team 100 percent on the same page with their company vision. The main reason is that once this is complete, magic happens and everything falls into place. Priority setting gets better, issue solving gets easier, and accountability just happens. Then results immediately follow.
Assuming you have core values for your organization and they are right, in every interview from this day forward, share your core value speech with every candidate.
There are basically two types of goal-setting philosophies I run into when working with leadership teams:
