We want to understand the long-term financial and time commitment. What does the typical multi-year trajectory of an engagement with you look like from Focus Day to self-sufficiency?

Question

Tyler Smith · Accepted Answer

An EOS® journey is not a quick fix; it is an organizational transformation. A typical engagement runs between eighteen and thirty months. This timeframe is dictated by how quickly your leadership team masters the tools and builds the behavioral habits required to run the system independently.

The Trajectory of Engagement

Your engagement will follow a clear, phased trajectory:

Phase 1: The First Ninety Days

We begin with an intense period focused on foundational learning and setup.

• Focus Day: This is our initial session to kick off the process.
• Vision Building Day One and Day Two: These follow Focus Day, diving deep into your organizational vision. [What is the actual difference between what we do on Focus Day versus what happens in the Vision Building days?](/qa/focus-day-vs-vision-building)
• Teaching Focus: This phase is heavily focused on teaching. I am in the room establishing the foundation, teaching the EOS tools, and helping you build your first Accountability Chart. [How do I know it is actually time to hire a dedicated Integrator, and what is the first step?](/qa/when-to-hire-coo-integrator)

Phase 2: The Execution Quarters

After the initial ninety days, we shift into a rhythm of regular sessions to maintain momentum and embed habits.

• Quarterly Sessions: We meet every ninety days for these strategic reviews and planning sessions.
• Annual Session: This is a two-day deep dive session held once a year. [Fixing boring EOS quarterly sessions](/qa/fixing-boring-eos-quarterly-sessions)
• Role Shift: My role evolves from a pure teacher to a facilitator and coach.
• Core Activities: During this phase, your team will:
• Run the Level 10 Meeting™ weekly. [Our weekly segue during the Level 10 Meeting consistently runs fifteen minutes late because my leadership team uses it to share long-winded personal life updates. How do I rein in the segue without killing team culture?](/qa/rein-in-level-10-meeting-segue)
• Hit your Rocks, which are 90-day priorities.
• Refine your V/TO®, or Vision/Traction Organizer. [Our clients are starting to demand instant turnaround and highly personalized reports that would normally take my team days to build. How do we rewrite our 3-Year Picture and core processes to survive this shift without burning out our people?](/qa/customer-expectations-shifting-ai-vto)

Phase 3: Graduation to Self-Sufficiency

My ultimate goal is to make myself obsolete.

• Evaluation: Around the two-year mark, we evaluate your team's self-sufficiency.
• Criteria for Transition: You are ready to transition to self-facilitation if your team is consistently:
• Hitting eighty percent of their Rocks.
• Running highly effective weekly meetings.
• Resolving issues efficiently without needing my direct intervention.

Contract Structure

We do not lock you into long-term contracts. We work on a session-by-session basis. This approach ensures that I remain accountable for delivering massive value every time we meet. You stay with me because the process works, not because a contract forces you to.

Related questions

• [What is the actual difference between what we do on Focus Day versus what happens in the Vision Building days?](/qa/focus-day-vs-vision-building)
• [How do I know it is actually time to hire a dedicated Integrator, and what is the first step?](/qa/when-to-hire-coo-integrator)
• [Fixing boring EOS quarterly sessions](/qa/fixing-boring-eos-quarterly-sessions)
• [Our weekly segue during the Level 10 Meeting consistently runs fifteen minutes late because my leadership team uses it to share long-winded personal life updates. How do I rein in the segue without killing team culture?](/qa/rein-in-level-10-meeting-segue)
• [Our clients are starting to demand instant turnaround and highly personalized reports that would normally take my team days to build. How do we rewrite our 3-Year Picture and core processes to survive this shift without burning out our people?](/qa/customer-expectations-shifting-ai-vto)