Thanks Dean - the hats balancing act has been a journey personally.

Glad you find value in these!

Great question Justice - I always facilitate the top 3 in the moment. The reason is it is a great time to coach some of the quieter people to speak up, and that is a great development for them. I can remember a quarterly this year where one of my teams was in IDS and someone encouraged a teammate to make sure we IDS'd their 'not working' issue from the check-in. It was an awesome moment! As for not agreeing - it never happens with me because my issues list has a number with each issue and I order them as people yell out the number. If you don't do that, the integrator or whoever has the pen just makes a choice to keep the team from bogging down. If I missed anything just send me another note or we can jump on a call.

@@trugroupscott That makes sense. Thank you!

Thank you Kanita

What are the most common situations where you have experienced people who had no ability to lead?

Daniel - I am not sure the context of your question, but let me share an answer and feel free to send me some more info if it is not helpful. In all teams there are people who break ties - and it is usually their boss. I have found that 90+% of situations can be solved by two people that have a healthy relationship. In the event it cannot be solved, that is when you bring their boss/bosses (if the two people are from different departments) are brought in to break the tie.

What situations have you experienced where this was not true?

@@trugroupscott Many situations in jobs, projects, and other initiatives where some people just don’t pull their own weight. Not everyone is meant to lead. Some are just meant to follow instructions.

Glad it was helpful - I continue to watch revisiting the SWOT provide teams with some very strategic areas to focus as well as seeing the progress they made in the past year around weaknesses and opportunities. I hope your annual goes well.

As an implementer here is my script. 1. Review all rocks - Done or Not Done. All Not done rocks are either PUSH (roll into a rock next quarter) or To Do (owner can finish in next 1-2 weeks). 2. I read the percentage complete for team as we calculate it and for each individual as we review all individual rocks. 3. I close the book on the quarter and STRESS - The biggest takeaway from any plan is What did we learn - ie, what worked that you will continue to do or what do you/we need to do to improve our performance next quarter? (this is the most important step in answer to your question - do you do this?) 4. Finally - I ask each team member to grade the quarter - A to F. If I get B/C I ask what it would take this quarter to raise it by one grade? (mining for issues, key areas of focus, and any individualistic thinking that is outside of rocks - self doubt, "I did my job/You all need to do yours" etc.)

Glad you found it helpful Christine! Lead on . . . . .

Glad to hear you are going to connect with an implementer! While EOS can be done on your own, there are a lot of little things that get missed. Thanks also for the kind words about my presence - I work hard to talk from my heart and not my head. :) Blessings on your journey and if you have any more questions feel free to contact me directly.

Glad you found it valuable Kelly.

You are welcome David - I am glad you found some value. Lead on!

Thanks Steve! I appreciate the kind words.

Glad you found it valuable Marshall. Love the picture on your KZbin profile - the mountains and the fog are stunning and relaxing all at the same time. FYI - I am a huge craft beer fan and it looks like you might be too. Keep up the good work!

​@@trugroupscott that's very helpful, thank you! We're in the very beginning stages of Traction and just got through our first Issues List that involved 16 Issues. As we tackled it, some people had a lot of additions to their To-Do's and Rocks, while some didn't. As the Integrator, i'm trying to avoid overwhelming my team, especially in our beginning stages. Choice #1 is a great option.

Thanks Rich!

Glad you found it helpful Mark - and I am sorry for my slow response. I am guessing you are implementing EOS in your organization, so have you ever seen fear/discomfort in people at some of those first rock or scorecard reviews? One of my favorite parts of being an implementer is to see the transition from that fear/discomfort to true ownership and commitment to learning from missing rocks, measures, etc. Make sure to recognize that shift when you see it. Lead well! ~ Scott

Thanks Pinny - if you want to take a deeper dive into LMA I recommend getting a copy of the book by Gino and Rene Boer if you don't already have a copy. It is called How to Be a Great Boss. Also, if there are any other topics around this that would be helpful let me know - most of my videos are based on questions from EOS leaders - so I am always looking for material. Lead well! ~ Scott

Hey Ross - I missed your comment but wanted to circle back and say thank you. The good news from EOS is that the next book out in about 9 months is a deeper dive on Data from Mike Paton. If I can be of any help please reach out to me directly. Lead Well! ~ Scott

It is added Andrew.