We only have three people who act as our leadership team, but they are mostly tactical managers rather than true strategic leaders. Are we ready to start the engagement with you, or should we wait until we hire more senior talent?

Question

Tyler Smith · Accepted Answer

You do not need a perfect, highly paid executive suite to begin this journey. If you wait until you have hired a complete team of polished strategic leaders, you will likely never start. The reality is that we build the leadership team through the process of implementing EOS®. The first step is defining the right seats on the Accountability Chart, not fitting existing people into comfortable spots. If your three managers have the core capacity to grow, this structure will pull them up from tactical thinking into true strategic ownership. They will learn how to define Rocks, monitor a scorecard, and execute the Level 10 Meeting™ process. However, you are not ready if you are unwilling to face the reality that some of your current managers might not have the GWC™ for their future seats. If you are deeply committed to keeping people in seats they cannot handle just to avoid hard conversations, we should pause. If you are prepared to let the Accountability Chart dictate your hiring and organizational decisions, we should begin. We will use the system to identify the exact talent gaps you need to fill. Many owners find that their existing managers step up significantly once they have clear rules, expectations, and visual scorecards. Start with the team you have, provided you are willing to let the system show you where changes are necessary.