We are rolling out EOS® but realized our leadership team has a massive imbalance in our conative strengths, specifically a lack of Follow Thru. How do we design our weekly commitments so our conative profile does not doom our implementation?

Question

Tyler Smith · Accepted Answer

If your leadership team lacks Follow Thru strengths on the Kolbe Index, your EOS® implementation will struggle with sustainability. Teams high in Quick Start but low in Follow Thru excel at generating brilliant ideas but fail at building the consistent systems required to maintain them.

To prevent your implementation from collapsing, you must design your weekly commitments to accommodate your team's natural conative profiles. First, assign a designated Follow Thru champion to manage the administrative side of your EOS® tools. This does not mean they do the work for everyone, but they are responsible for keeping the V/TO® updated and ensuring the Level 10 Meeting™ software is clean.

Second, break your quarterly Rocks down into bite-sized, weekly milestones. Leaders with low Follow Thru struggle with ninety-day horizons; they need short, weekly feedback loops to stay engaged.

Finally, leverage conative screening when hiring or promoting into key operational seats on your Accountability Chart. If your entire leadership team is resistant to structure, you must actively recruit a high Follow Thru individual, particularly in the Integrator or operations seat, to provide the natural administrative backbone your business desperately needs.