Business coaches or EOS Implementers™ teach business owners that without strengthening The Traction Component™, it’s impossible to grow a healthy business that is fully equipped to handle growth. Leadership teams who don’t have a firm grasp on the business report a lack of accountability, poor communication, and stagnation within the organization. Without having a clear sense of direction in terms of both long and short-term goals, business owners often find themselves facing chaos in the day-to-day process of conducting meetings and handling issues within the business.
Clarity Breaks
Entrepreneurs and leaders of companies of all sizes oftentimes get lost in working in their business Take a clarity break. This break is an opportunity to work on your business.
Fire in the Belly and the Fred Factor
I once worked for a boss who, following a discussion about whether or not someone had the skill to do the job or the ability to learn it quickly, would ask the questions “Does she have a fire in the belly to do the job and how does she demonstrate it?” He was sending a message – people will tell you they want the job but their actions don’t follow their words. “Show me, don’t tell me”, was his mantra.
Solving the Big Stuff: The Issues Solving Track™
When leadership teams are addressing issues within the organization, business coaches or EOS Implementers™ often find that most of the time is spent discussing the issues and not enough time is spent working towards viable solutions. It can be tough for teams to solve issues when they are trying to overcome fear of conflict, lack of focus, lack of discipline, lack of commitment and personal ego. The Issues Solving Track overcomes these obstacle and helps leadership teams and departments get to the solution quickly.
The Three Different Types of Issues Lists and Why Every Organization Needs Them
In an open and honest organization, the Issues List is a tool that creates the discipline needed to keep all business issues out in the open and organized. As business coaches or EOS Implementers™ teach, having this level of honesty in an organization means that everyone, from leadership teams and others in the organization, has a clear understanding of what your issues are.
Accountability – To Be or Not to Be?
Those familiar with EOS know that an Accountability Chart crystallizes roles and responsibilities for everyone in the organization. It’s built by focusing first on the right structure for the organization – identifying the major functions (seats) necessary to execute on the company’s vision over the next 6-12 months and then carefully defining the five roles the owner of each seat must obsess about every day to be successful. Only then can you focus on getting the right people in the right seats. It’s a simple tool that clearly defines the things for which every single person in the organization is accountable.