Tom Geen89 — To echo what Rick Pelletier85 said, the Accountability Chart will definitely be your friend during the transition. There are a few softwares out there (namely Traction Tools and Ninety) that can help you manage the Accountability Chart in the cloud, making it accessible to everyone in the org while you work through the transition. I work for one of those softwares (Traction Tools), so if you have questions or need help connecting with an EOS Implementer, feel free to reach out.
At my last company, we successfully implemented EOS alongside a professional implementer. It was a TRUE success and the past organization is thriving. Huge fan of EOS!
Now I am in the process of acquiring a new company and in the process of building trust, rapport, and direction for the leadership team at “NewCo”.
My question for the group has two parts:
1) Succession Planning / Business Transition Planning:
Any advice, experts, or “proven methods” for going through an ownership transition and purchase?
I’m hoping there are some “tools” or experts out there to bounce ideas around.
We have 12 months until the acquisition will take place and I want to make the very best use of the time getting the RP/RS etc.
2) EOS Implementation Timeline for a New Leader:
Advice, guidance, or expertise around how long you should wait to implement EOS as a new leader to an organization?
No “right” answer I supposed to want to hear anyone’s experiences or advice.
Especially if the leadership team is going to expand over the next 12m and a few current members will be retiring.
Better to wait until the new team is in place or start as you are building?
Thank you in advance to the group!
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@Tom Geen115 - my advice would be to use the transition time to focus on the Accountability Chart, specifically the Leadership Team. Once you have the structure defined, you can start focusing on RPRS. Once you have your Leadership Team in place (including the Integrator), I would proceed with rolling out EOS. I would also strongly advise you to use an EOS Implementer to guide your new team through the process. They are awesome at what they do and provide a very fast ROI.