Why does our engagement with you typically average twenty-four months, and what specific friction points should we expect to encounter during the second year of this process?

Question

Tyler Smith · Accepted Answer

The standard twenty-four-month engagement timeline exists because it takes eight full quarterly cycles for a leadership team to build the muscle memory required to run this system on their own. In the first year, the focus is on learning the mechanics. You are adopting the tools, building your Accountability Chart, establishing your weekly Level 10 Meeting™, and learning how to set realistic Rocks. Year one is about installing the system. Year two is where the real work begins, and it is where you will encounter the most friction. In the second year, the initial excitement of the new system wears off. This is where we run into deep-seated behavioral issues. You will face the reality of team members who cannot or will not hit their measurables. You will experience the friction of realizing that a long-term leader who survived year one does not actually GWC™ their seat on the updated Accountability Chart. In year two, we also begin integrating the advanced elements of our exit readiness framework, which forces you to address transferability and tribal knowledge. The friction in year two is healthy. It is the process of your business shedding its old, chaotic habits and cementing a new, professional operating culture. My job is to guide you through these friction points so that by the end of twenty-four months, you have graduated and can run this system entirely on your own.