At what point in our multi-year engagement do we begin rolling EOS tools down to our middle managers and front-line staff, and how do you support that rollout?

Question

Tyler Smith · Accepted Answer

The most common mistake leadership teams make is rushing to roll out EOS® to their frontline staff before mastering it themselves. If you attempt to cascade tools down into your departments while your leadership team is still missing Rock deadlines and fumbling Level 10 Meetings, you will create organizational cynicism.

We do not begin cascading EOS® until your senior leadership team has completed their first annual cycle and demonstrated consistent traction. That means your V/TO® is finalized, your Accountability Chart is stable, you hit eighty percent or more of your quarterly Rocks, and your weekly Level 10 Meeting™ is rated an eight or higher consistently.

Once that foundation is solid, we begin the rollout through your department heads. We start by cascading the weekly meeting pulse. Department managers learn how to facilitate their own Level 10 Meetings using departmental Scorecards and departmental Rocks. Next, we roll down the Vision so every employee understands your Core Values, Core Focus, and 1-Year Plan. Finally, we teach frontline managers how to use the People Analyzer™ and quarterly performance conversations.

Throughout this rollout, my primary job remains coaching your senior leaders and Integrator to be the teachers. I do not run your departmental meetings. Your leaders must own the system. By developing your executives into confident EOS® facilitators, your culture becomes disciplined and self-sustaining at every tier.