What should an owner realistically expect regarding leadership team turnover during our first twelve to twenty-four months of running on EOS?

Question

Tyler Smith · Accepted Answer

Owners should expect between ten and thirty percent turnover on their leadership team during the first eighteen months. This is not a failure of the process. It is the natural consequence of replacing operational ambiguity with radical accountability.

Early in the engagement, we build the Accountability Chart to reflect the structure the business needs over the next twelve months, completely ignoring current titles, egos, and compensation. We then evaluate every leader using the People Analyzer to determine whether they match your Core Values and GWC their seat: they Get it, Want it, and have the Capacity to execute it.

This exercise inevitably surfaces misalignments. You will discover loyal, long-tenured leaders who cannot operate at the scale your future business requires. You will also discover high-performing producers who violate your cultural values.

Some individuals choose to exit on their own when they realize they no longer fit the heightened expectations. Other times, the business owner must make the difficult call to remove someone who cannot elevate into their seat. Keeping the wrong person in a critical seat damages team morale and stunts enterprise growth. My role is to help you identify these talent gaps objectively and resolve them cleanly.