Let’s Talk About Leadership Strategies for Implementers

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Entrepreneurial leaders deal with 136 problems simultaneously. At minimum.

But instead of believing all 136 problems need individual solutions, the EOS (Entrepreneurial Operating System) view has it that there are only six key components at the root of each problem facing entrepreneurs.

In this inaugural episode of the COO Show, I interview Danny Toney, COO at Signal Wealth Advisors and EOS Implementer at Toney Co., LLC, about EOS implementation strategy.

What we talked about:

  • The power of principles
  • EOS basics and the six key components
  • Trust, leadership, & repetition
  • Committing to the system and to your people

Do you have ideas for or feedback about this show? Email your host Bill Reed at [email protected]

This post is based on the Innovative COO Strategies podcast at Apple Podcasts, Spotify, and our website.

The power of principles

Every business owner or leader wants something a little different from their business due to their individual principles. With all the differentiation, it becomes imperative that an integrator be able to meet the specific demands of each owner or leader.

EOS basics and the six key components

The Entrepreneurial Operating System is a holistic system with simple tools that can be used continually for the future of the business. Owners and leaders can deal with a multitude of issues simultaneously; so, instead of trying to find a specific solution to each issue, the EOS model breaks all issues down into six key components:

  1. Vision 
  2. People
  3. Data
  4. Issues
  5. Process
  6. Traction

Danny first experienced the EOS model through Signal Wealth Advisors and has championed the system ever since for other businesses. 

Trust, leadership, & repetition

Many business leaders hire an employee they don’t fully trust—never letting the employee make mistakes and own the result. This leads to a middle ground where the employee is not given the opportunity to excel in the role.

Recognizing this middle ground can help leaders avoid a position where their employees are dependent on them. Only then can the employee reach their full potential if they’re high achieving or help the employer realize they are not the right fit for the role. 

A good way to build this trust is through repetitive communication. On average, a person needs to hear something seven times before they truly hear it. With this understanding, a leader should always repeat instruction to help employees succeed. 

Committing to the system and to your people

In a leadership position, the idea of delegating needs to be emphasized more. Without truly letting employees make their own decisions within the business, you stifle creativity and autonomy. 

In the same way, not committing to EOS and trusting that the outcome will benefit the business can lead to an unsustainable model.

When Danny was approximately 19 years old, he had an employer treat him like a 50 year old with the condition that Danny act as a 50 year old would. It helped elevate Danny to produce at a much higher level. Whenever the employer felt Danny was underachieving, he was quick to communicate it. 

Starting with trust instead of building trust is a good way to quickly elevate employees or recognize that they aren’t the right fit. 

To continue the conversation with Danny, you can reach out at [email protected] or call 801-664-4875.

Bill Reed

COO at Sweet Fish

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