Mark O'Donnell 
About six months ago at an EOS® Quarterly Collaborative Exchange™, the community discussed the concept of The Reverse Accountability Chart. The purpose of the tool is to prepare your organization for an economic downturn.
Most organizations don’t know how to prepare for a recession and they become paralyzed. By teaching our clients The Reverse Accountability Chart, they are completely prepared for any economic downturn.
Read moreTough Times Ahead? Use The Reverse Accountability Chart
When it comes to priorities, you may have heard the term ‘Rocks’, first popularized by Stephen Covey in his book, The Seven Habits of Highly Effective People. He defined Rocks as your most important priorities, the things you must get done before urgent things that come up as well as daily interruptions.
In EOS®, we took this definition further to define Rocks as the three to seven most important priorities for your company, the ones that must be done in the next 90 days.
To help you create the results you want for your business, we gathered these five blog posts to help you set, manage, and knock your Rocks out of the park!
One of the most powerful tools in The EOS Process® and in developing the Vision/Traction Organizer™ (V/TO™) is your 3-Year Picture™.
Over the last few months, I’ve been hearing a common theme among my clients. They keep saying, “I have a day job and a Rock job.” At first that confused me a little bit. Then I realized that one of two things is true. One possibility is that we chose the wrong Rocks for the quarter. The second possibility is that the team member is spending most of their time on useless activities.
Over the last few months, I’ve been hearing a common theme among my clients. They keep saying, “I have a day job and a Rock job.” At first that confused me a little bit. Then I realized that one of two things is true. One possibility is that we chose the wrong Rocks for the quarter. The second possibility is that the team member is spending most of their time on useless activities.
How often have you thought, “If I only had the right team I would achieve all my goals”? I know I have. Many times. There is a tremendous focus on the lack of available talent in the United States and elsewhere. We can’t find the right people for the job, and we create complex hiring practices to find the best talent for our team.
The right people are important. Yet, they aren’t an indicator of future performance.
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