We have been running EOS® successfully at the leadership team level, but we are worried about friction as we roll it out to our departments. How do we use conative profiles to identify which department heads will struggle with this change?

Question

Tyler Smith · Accepted Answer

Rolling out EOS® to departmental teams is a major operational milestone, but it often triggers friction if department heads feel threatened or overwhelmed. To ensure a smooth transition, you must analyze the conative profiles of your department heads using their Kolbe A Profile results before the rollout begins. Look specifically at their Follow Thru and Quick Start scores. Leaders with low Follow Thru scores will struggle to maintain the disciplined routine of running a weekly Level 10 Meeting™ and updating their departmental Scorecard. They will view the weekly admin tasks as bureaucratic overhead. Conversely, leaders with low Quick Start scores may resist the rapid organizational changes and accountability metrics that EOS® introduces. Once you identify these potential conative bottlenecks, apply a Help First approach. Pair a low Follow Thru department head with an administrative assistant or a peer who can help them build the simple habits needed to track their metrics. Walk them through the rollout step by step, rather than dumping the entire system on them at once. Start by introducing the Level 10 Meeting™ format first, then build out the Scorecard over the next thirty days, and finally introduce departmental Rocks. By pacing the rollout to match their natural conative wiring, you reduce conative stress and prevent execution burnout. Ensure every department head understands how their seat on the Accountability Chart™ directly impacts the company-wide V/TO® goals. This alignment helps them see EOS® not as extra work, but as the primary vehicle for running their department successfully.