The EOS ONE Blog

Most onboarding programs are where hope meets reality and loses. Day one starts with enthusiasm, day two brings information overload, and by week two, new hires are drowning in confusion while pretending everything’s fine. There’s a better way. Companies running on EOS have a secret weapon: a systematic approach to bringing people into the organization. Not just paperwork and passwords, but true integration into how

Annual performance reviews are where good intentions go to die. By the time you sit down for that yearly conversation, feedback is stale, memories are fuzzy, and everyone’s just trying to check a box. High-performance teams need something better. The Entrepreneurial Operating System (EOS) offers a radical alternative: continuous performance management built into your weekly rhythm. No special software, no HR complications—just clear expectations and

Every entrepreneurial company reaches a point where growth becomes harder. You’ve exhausted your personal network, your sales team is stretched thin, and customer acquisition costs keep climbing. What if your operating system could become your best salesperson? Product-led growth (PLG) flips the traditional sales model. Instead of convincing prospects through demos and pitches, you let them experience value immediately. For companies running on EOS, this

David stood at the whiteboard, marker in hand, struggling to explain to his leadership team why they needed to switch frameworks—again. Two years ago, they’d started implementing Scaling Up after reading Verne Harnish’s book. Now, his COO was advocating for EOS after attending a peer group where everyone raved about “Traction.” The team’s frustration was palpable. “Are we framework shopping?” one director asked. “Why can’t

Tuesday, 3:47 PM. Jennifer closed her laptop after another meandering leadership team meeting and made a decision that would transform her company. After months of reading about EOS and talking about implementing it “someday,” she declared to her team: “We’re doing this. Starting Monday, we’re implementing EOS.” The enthusiasm was palpable. The anxiety was too. Because while everyone agreed EOS could solve their problems, no

Mark stared at the Brady Bunch grid of faces on his screen, trying to run his company’s weekly Level 10 meeting. Half his leadership team was in the conference room, half were joining from home offices across three time zones. The energy that used to drive their in-person meetings had evaporated. People talked over each other due to audio delays. Side conversations happened in private

It’s 7:47 PM on a Thursday, and Sarah is still at the office, mediating yet another dispute between her sales and operations directors. The same conflict that erupted last month. And the month before. Meanwhile, her competitor down the street—running a similar-sized business with half the drama—is already home having dinner with his family. The difference? His company runs on EOS, while Sarah’s team continues

You’ve heard about EOS. You’ve maybe even read Traction. You’re convinced that the Entrepreneurial Operating System could transform your business, but perhaps you’re not ready to hire an EOS Implementer yet Here’s the good news: while working with a certified EOS Implementer can accelerate your journey, it’s entirely possible to implement EOS yourself. In fact, thousands of companies have successfully self-implemented EOS and achieved remarkable

Jennifer stared at the whiteboard covered in half-erased goals from last year’s annual planning session. Of the twelve ambitious initiatives they’d set, maybe three had been completed. The rest? Lost in the chaos of daily firefighting, shifting priorities, and the inevitable “urgent” that crowded out the important. As her leadership team filed in for this year’s session, she wondered if they were about to waste

It’s 4:47 PM on a Friday, and Mark’s leadership team is exhausted. They’ve just wrapped up their “quarterly planning meeting”—eight hours of circular discussions, rehashed debates, and vague commitments that everyone knows won’t stick. As they shuffle out, Mark overhears his operations manager mutter, “Same meeting, different quarter.” The worst part? She’s right. Despite best intentions, their quarterly planning has become a theatrical performance where

Picture this: You’re sitting across from one of your key employees, and you need to address their recent performance issues. Your palms are slightly sweaty, you’re mentally rehearsing what to say, and you’re dreading the potential confrontation. Sound familiar? If you’re like most business leaders, giving employee feedback ranks somewhere between root canals and tax audits on your list of favorite activities. Yet here’s the

It’s Monday morning, and your team meeting is filled with enthusiasm. “We need to improve customer satisfaction!” someone declares. “Let’s focus on innovation,” another chimes in. “Quality should be our top priority,” adds a third. Everyone nods in agreement, feeling energized and aligned. Fast forward three months, and nothing has changed. Why? Because good intentions without measurable goals are just wishes in disguise. This scenario

Picture this: You’re steering a ship through foggy waters with no instruments, relying only on gut instinct and occasional glimpses of the shore. That’s how many business leaders operate daily—making critical decisions without clear visibility into their organization’s performance. The result? Missed opportunities, reactive management, and teams that feel disconnected from the company’s true north. The solution isn’t more meetings or lengthy reports. It’s a

Picture this: It’s Monday morning, and your leadership team is gathered around the conference table. Coffee cups in hand, laptops open, everyone’s ready for another weekly meeting. But instead of the usual meandering discussions that eat up two hours and accomplish little, something different happens. The meeting starts precisely on time, follows a proven agenda, surfaces real issues, and ends with clear action items and

Sarah stared at the 47-page strategic plan on her desk, a document that had consumed weeks of her leadership team’s time and thousands of dollars in consultant fees. Six months later, she couldn’t remember a single strategic initiative from it. Her managers couldn’t either. The beautifully bound document had become an expensive paperweight, gathering dust while her company drifted without clear direction. Sound familiar? Most