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GWC
GWC

Tim Dini
Director of Operations

Hi Travis,

If you are certain your seats are well defined and accurately aligned with your business, I recommend using the Culture Index74. We just performed a CI assessment of our leadership team and are so impressed by the results that we're adding it companywide.

I highly recommend specifically reaching out to Sumeet Chahal (schahal@cultureindex.com41)

 

Travis, 

I would enjoy having a conversation with you to see if I can share some insight. Just as an fyi, The Metiss Group partners with entrepreneurial leaders on the people component of EOS. I reached out via Linkedin as well.

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

@Queenverly Legaspi74 Since we use Ninety.io76 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 Legaspi104 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)