What major structural shifts occur in our engagement as we transition from the first twelve months of building the foundation to the second year of our twenty four month EOS roadmap?

Question

Tyler Smith · Accepted Answer

During the first twelve months of your twenty four month engagement, our focus is almost entirely on building a solid foundation and mastering the core EOS® tools. We establish your Accountability Chart, define your scorecard metrics, implement your weekly Level 10 Meeting™ structure, and build your initial V/TO®. This year is about instilling operational discipline and learning how to solve issues systematically.

As we transition into the second year, the nature of our work shifts from learning the tools to optimizing your operations and driving autonomy. We focus on departmental rollouts, ensuring that the same discipline established at the leadership level cascades down to every team member in the organization.

We also introduce advanced strategies, including the optimization of your AI-powered operations to automate manual workflows and eliminate operational drag. If you are preparing for an exit, this is also the phase where we integrate the Step by Step Exit disciplines, focusing heavily on documenting Tribal Knowledge and closing Value Gaps. By the end of the second year, my active facilitation decreases as your leadership team gains the confidence and skill to run your own sessions independently.