I am trying to roll out EOS across our departments, but my managers are struggling to get buy-in because they are relying on their authority rather than actual influence. How do we transition our leadership culture to make the rollout stick?

Question

Tyler Smith · Accepted Answer

To make an EOS rollout stick, your managers must shift from positional leadership to permission and production leadership. Relying on a title is the weakest form of leadership. It creates compliance, not commitment. First, train your managers to build relationships with their direct reports, which is level two permission leadership. They must understand their team's conative profiles and natural working styles. When a manager understands that a team member is a high Implementor, they will stop trying to explain things purely in abstract terms and start providing physical or concrete examples. Second, focus on level three production. Managers must lead by example. They cannot demand that their team tracks metrics on a Scorecard or completes weekly To-Dos if they are constantly late on their own deliverables. The team will only follow what they see. Show your managers how to use the weekly Level 10 Meeting as a coaching tool, not a policing tool. Use the IDS process to help team members solve their own problems instead of dictating answers. This builds trust and capability. When employees feel supported and see actual results from the tools, they will willingly buy into the system.