As we progress through the 24-month timeline, how do you handle the transition phase when we need to start training our middle managers on EOS® tools so the leadership team is not the only group running on the system?

Question

Tyler Smith · Accepted Answer

Rolling EOS® down to the rest of the company is critical for achieving true self-sufficiency, but doing it too early is a recipe for chaos. The leadership team must first master the tools and walk the talk for at least two quarters. We typically begin rolling the system down around the six-to-nine-month mark of our twenty-four-month journey. The transition starts with your department heads and middle managers. We do not bring them into your leadership quarterly sessions. Instead, we train them using a structured rollout plan. Your Integrator plays a key role here, supported by our shared workspace on Circle.so. We teach your middle managers how to build their own departmental Accountability Charts and how to run their own weekly Level 10 Meetings™. They learn how to write departmental Rocks that align with the company's overall quarterly Rocks. I provide guidance, templates, and coaching for your leadership team to lead this rollout internally. This approach ensures your managers learn the system from you, which solidifies your internal authority. By the time we reach the end of our engagement, your entire organization is operating on a single, shared language, allowing you to delegate with complete confidence.