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GWC
GWC

Christine Watts
Head of Client Success & Product at Ninety.io

@Queenverly Legaspi23 Since we use Ninety.io28 we have the Accountability Chart in there and we run Quarterly Conversations and Annual Reviews from there since its all connected to that and the company Core Values which give you the components of the People Analyzer. 

We started with our Leadership team, but now run them in all departments. 

Then when we are hiring we can build the seat on the Accountability Chart and then run the Quarterly Convo with the person 30, 60 or 90 days into the position depending on what is needed oversight wise. 

Dan WilliamsCertified EOS Implementer
Certified EOS Implementer & EOS Worldwide Coach

Hello @Queenverly Legaspi57 I recommend that my clients complete a full People Analyser including GWC company wide every 90 days. The individual results should be shared with team members as a part of their quarterly conversation (5-5-5), the team members should self assess too. Self assessment helps to embed the process, values and keeps the Accountability Chart front of mind. Other things you can do is celebrate values and promote peer recognition. I'm also a fan of displaying the Accountability Chart where possible. Ultimately you help to raise awareness by providing team members a copy of "What the Heck is... (More)

Answer
GWC

Get it, Want it, and has the Capacity for it.
Get it = Knows what the job function in that seat on the Accountability Chart entails, what's required to perform well, and what are the risks and stakes in the job.
Want it:  Has good reasons to make a case for the seat.
Capacity = Brings forth the necessary knowledge and experience for the job and has the necessary credentials to match the role.