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:
There is a lot coming up about culture in sessions this quarterly planning season. I’m often concerned about how much mental energy most leaders put into “building their culture”-i.e., trying to be overly creative with countless ideas like putting core values on banners, laminated cards, coffee mugs, and computer screens.
We are a couple of weeks from the halfway point for 2012. At this time you should have done your Q3 planning session or have it scheduled.
If you or one of your teammates are often late for meetings, think about this. Aside from the disrespect it shows to your team, the frustration everyone feels, and the potential momentum lost in the meeting, consider the following.
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