Insights & Inspirations

When coaching a team to run on the Entrepreneurial Operating System® (EOS®), I love showing them how to actually solve their issues. At EOS, we say issues are problems, challenges, obstacles, opportunities, and new ideas worth your attention. Issues can be anything – good or bad – that your team may need to resolve. As part of the Level 10 Meeting™ agenda, leaders Identify, Discuss, and Solve (IDS™) business issues for the majority of the meeting. Below I’ll break down the four steps to solving issues forever.

Early on in the journey to mastering running on the Entrepreneurial Operating System® (EOS®), I occasionally encounter resistance from leadership team members. During a mid-quarter check-in, they’ll complain about the “extra work” caused by their Rocks or quarterly goals. We worked hard in previous sessions to identify the MOST important priorities for the business for the next 90 days. What caused this head-scratcher? To learn how to rock your priorities, we have to get to the root cause of this common complaint.

Many business leaders make it to the top by looking out for Number One (aka themselves). When the company they work for begins running on the Entrepreneurial Operating System® (EOS®), they have unlearning to do. EOS requires the leadership team to act as an actual team. Instead of looking out for Number One, they evolve into “Team One.”

“What, I can be fired?!” I’ve heard this from owners more times than I can count. However, I’ve only heard it once when working with my Entrepreneurial Operating System® (EOS®) clients. If someone asks this question in a session, we quickly look at the Partnership Rules of the Game.

When many different personalities come together in a growing entrepreneurial company, chaos can ensue. The Entrepreneurial Operating System® (EOS®) gives business leaders the framework and practical tools to foster a cohesive vision. For leaders to get on the same page, they have to understand one another. Together EOS and Kolbe create a common language for healthy teams to truly communicate with each other. And that starts with having a clear vision.

My favorite hockey team was down by four goals. Suddenly, they put together an offensive rush and scored a goal. The team celebrated. I fumed. How dare they celebrate a goal when they still had so much work to do? Then I realized this backward thinking could quickly kill the culture in any organization. In fact, I immediately thought of three reasons to celebrate team wins.