Three examples of companies rightsizing their leadership teams

One issue most business founders’ wrestle with is the optimum size for  leadership teams.

We find when clients implement EOS, the structure of the leadership team changes about 20% of the time.

It is important to set it up to manage business growth, considering what the leadership team should look like six-12 months in the future.

Here we look at how three client’s leadership teams changed while they were implementing EOS.

How to give employee feedback

You want your business to be the best. That means getting the best from every employee and ensuring they all work towards the same common goal of taking your company to the next level.

As a UK Certified EOS Implementer, I’m often asked the same question: how do I ensure my employees are motivated and efficient. I believe it is one of our most important jobs as leaders and managers.

People want feedback, they want to do a good job, to know it, and to be recognised and rewarded when they do.

Will implementing an operating system stifle innovation and creativity?

When it comes to implementing an operating system into a workplace, I often hear the same objection – “they’ll hinder creativity”.

Is that actually true?  The best place to start would probably be explain what an operating system is.

What is an operating system?

An operating system is a way of running your business, using a proven method, so that every aspect is organised, documented and managed.

The operating system we recommend is the Entrepreneurial Operating System (EOS). This includes a set of tools and a process, customised for your business, which organises the entire company in the same way.

How to build positive team culture in your business

Building a good team culture in your business is essential. It can be the difference between success or failure, stagnation or growth.

When I founded my first business, Retail Profile, we started small.

Despite this, we consistently doubled the size of our business without growing the size of our team.

This was because we consciously set out to build an amazing team culture that made sure everyone fitted in, felt involved, felt valued and everyone shared the company vision.