We understand the average engagement duration is twenty-four months, but what specifically changes in your role and our team's responsibilities during the second year of working together?

Question

Tyler Smith · Accepted Answer

The structure of your EOS® journey changes significantly as you move from your first year into your second year of our twenty-four-month engagement. The first twelve months are about learning the tools, clarifying your vision, and installing the operating rhythm. The second year is about building mastery and preparing for self-sufficiency.

During the first year, I act as your trainer and facilitator, teaching you how to use the V/TO®, the Accountability Chart, and the Level 10 Meeting™ structure. I do a lot of the heavy lifting in terms of keeping the session on track and teaching the concepts.

In the second year, the training wheels start to come off. We shift from learning the tools to deeply integrating them into every level of your company. You will focus on cascading the system down to your departmental teams so that every employee has a scorecard, clear goals, and regular meeting pulses.

My role during the second year shifts from teacher to coach. I will challenge your team on a deeper level, pushing you to address hard human resource issues and structural gaps that you might have avoided in year one. We will also begin using your operational baseline to explore advanced topics, such as AI-powered automation and exit readiness, ensuring your business is highly valuable, scalable, and capable of running without your daily intervention long after our twenty-four months are up.