EOS Worldwide

EOS Worldwide is a growing global organization comprised of successful entrepreneurs from various business backgrounds implementing a proven system and set of tools called EOS®, the Entrepreneurial Operating System®, to strengthen and develop leadership teams of small to medium-sized companies. The goal of EOS Worldwide is to help entrepreneurs get what they want from their businesses. Businesses best suited for implementation of EOS® are growth-oriented entrepreneurial organizations with 10 to 250 people.

𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬:

Inc. 5000 Recognition: Led EOS Worldwide to make the Inc. 5000 list three years in a row, showcasing our consistent growth and excellence.

Revenue Growth: Grew the company from $12 million in revenue to $40 million, demonstrating significant business expansion and financial success.

Franchise Conversion: Successfully converted the business model from a membership organization to a franchise, enhancing scalability and operational efficiency.

EOS One Software: Launched EOS One, an all-in-one digital platform providing tools, resources, and support for entrepreneurial organizations.

Implementer Growth: Expanded the EOS Implementer network from 300 to over 800, significantly increasing our global reach and impact.

Traction Library: Co-authored the next edition of the Traction Library, "People: Dare to Build an Intentional Culture," with CJ DuBe' and Kelly Knight, contributing to the body of knowledge on organizational culture.

Acquisitions and Launches: Acquired and launched Rocket Fuel and the IMF Communities, further diversifying our offerings and strengthening our market position.

We have worked with over 27,000 entrepreneurial companies, with over 300,000 using our tools.

www.eosworldwide.com
www.eosworldwide.com/testimonials

Visionary (CEO)

As a Certified EOS Implementer, I worked with over 85 companies and conducted 500 full-day sessions, helping businesses achieve alignment, Traction, and growth through the Entrepreneurial Operating System® (EOS®). My clients experienced an average growth rate of 34%, demonstrating the effectiveness of the EOS Model® in driving business success.

𝐑𝐨𝐥𝐞 𝐚𝐧𝐝 𝐕𝐚𝐥𝐮𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐎𝐒 𝐈𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐞𝐫:

An EOS Implementer is a business coach, teacher, and facilitator who helps leadership teams and entrepreneurs get what they want from their businesses by implementing proven EOS tools and processes. 

𝐊𝐞𝐲 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬:

Client Growth: Helped over 85 companies achieve an average growth rate of 34% by implementing EOS.

Session Delivery: Conducted 500 full-day sessions, providing consistent and impactful client results.

Community Engagement: Actively participated in the EOS Implementer community, sharing best practices and learning from peers to continuously improve my skills and effectiveness.

𝐈𝐦𝐩𝐚𝐜𝐭 𝐨𝐧 𝐂𝐥𝐢𝐞𝐧𝐭𝐬:

Alignment: Achieved company-wide alignment on vision and goals, ensuring all team members worked towards the same objectives.

Traction: Enabled clients to gain real Traction against their vision by strengthening the Six Key Components™ of their business: Vision, People, Data, Issues, Process, and Traction.

Healthy Teams: Fostered the development of healthy, cohesive teams and a robust organizational culture through masterful EOS implementation.

By leveraging the proven EOS Model and my expertise as a Certified EOS Implementer, I enabled businesses to achieve remarkable growth and operational excellence, transforming their leadership teams and organizational culture.

Expert Entrepreneurial Operating System® (EOS) Implementer

📚 Trained and supported new EOS Implementers, enhancing their ability to help businesses implement EOS effectively.

📈 Played a key role in expanding the EOS Community and increasing the number of successful implementations.

🎯 Facilitated workshops and boot camps, sharing best practices and insights from my experience as an EOS Implementer.

Head Coach - helping Entrepreneurial Operating System® (EOS) Implementers in the world

Azzur Group

Implementing the Entrepreneurial Operating System® at Azzur Group enabled me to refocus my role from day-to-day operations to more strategic activities as a full-time member of the board.

The Azzur Group is a holding company for businesses within the life sciences industry. As such, we acquired and started various companies over the years to expand our services and capabilities. At one point, the Azzur Group was responsible for twenty-three LLCs. 

As a board member, I was able to help the entrepreneurs (partners) running the individual companies in the group, create the life and business they'd dreamed of by implementing the Entrepreneurial Operating System®. 

As a member of the board, I worked to develop the EOS Model within the company to provide autonomy for the partners, build a sense of community and support, and help our businesses grow.  

As the company grew, so did my passion for implementing EOS, so after three years as a board member, I resigned from my position and started Optimize for Growth so that I could implement EOS full-time.

I ultimately sold my entire portfolio (nine total exits), to private equity and my former business partners.

Board of Directors

The Azzur Group served the pharmaceutical, biotechnology, and medical device industries. We provided a variety of consulting services and project resources within the quality assurance, laboratory, clinical trials, IT/IM, business processes, manufacturing, operations, and research and development settings.

We were named one of the Inc. 5000 Fastest Growing Companies in America by Inc. magazine for five consecutive years. But as we were growing, we started to experience many of the side-effects of rapid growth. 

► We weren't getting the best performance from our people
► People seemed to not listen at times
► We couldn't find enough "good" people
► We struggled to get everyone on the same page

In my role as president and partner, I was responsible for driving the overall vision of the Azzur Group, which included enablement and strategic planning.

As I looked for solutions to challenges that seemed to continue to surface, I read the book Traction, and it changed how I approached running the business.

After becoming a certified EOS Implementer, we created an entrepreneurial platform inside the Azzur Group to implement the Entrepreneurial Operating System® inside our growing number of businesses. 

It was during this time I realized my true passion, helping entrepreneurs reach their full potential by implementing the system, methodology, and processes for sustainable growth. 

Implementing the EOS Method into the Azzur Group provided the following benefits:

► Clarified our vision
► We got everyone on the same page
► We found the right seats for people
► We documented our processes 

Additionally, it provided me the freedom needed to step down from the day-to-day activities as president, so I could focus on growing the business in other ways.

President and Partner

It's my brother's fault. He had been asking me for years to start a business together. At the time, I was an engineer in the pharmaceutical industry working on drug validations for companies like Johnson & Johnson and GlaxoSmithKline. 

After a few years of asking, I decided the time was right, so he and I started Validation Inc., providing commissioning and validation services to the Pharmaceutical industry.

Together, we grew Validation Inc. from two to 23 people in six months and eventually $2.5M in revenue. While developing the business was exciting, hectic, chaotic, and frustrating at times, we also knew we weren't growing fast enough. 

To continue our growth and expand our operations, we decided to merge with another company (CimQuest-Vantage) to form the Azzur Group, LLC.

Principal

Author of People: Dare to Build an Intentional Culture & Data: Harness Your Numbers to Go From Uncertain to Unstoppable | Visionary and CEO at EOS Worldwide

I'm a passionate entrepreneur dedicated to helping other entrepreneurial leaders gain Traction in their businesses and lives.

Driven by innovation, strategy, and meaningful impact, I've built and scaled multiple businesses, led transformative initiatives, and guided leaders to achieve breakthrough success. I define my journey through creativity, decisiveness, and a deep commitment to lifelong learning and growth.

Early Career:
At 21, I began my career in pharma and biotech with an innate curiosity and a drive to improve systems and outcomes. I started in engineering at Merck & Co., then moved to Johnson & Johnson, where I gained invaluable experience running large projects and leading teams. By 29, my brother and I decided to break free from big pharma to launch our consulting business, marking the start of my entrepreneurial journey.

Entrepreneurial Success:
Between 29 and 35, I built a vertically integrated portfolio of companies serving the pharma and biotech industries, a marketing company, an online training and community platform, and a laboratory. Highlights include:

-Making the Inc. 500|5000 list thirteen times.
-Earning Inc. Magazine's Honor Roll recognition.
-Selling nine companies in seven-figure deals.

Entrepreneurial Failures:
You learn more from failures than successes. Here's a list of the failed businesses I started: landscaping, residential construction, Shaker furniture, iOS Dev Boot Camp, Calibration, Recruiting, Automation, HVAC, and a Retreat Ranch (I owned 660 acres in Wyoming - sold before COVID 🤷🏼‍♂️).

Current Focus:
From 36 to now, I've coached and mentored 100+ entrepreneurs to realize their potential as Visionaries. I equip them with the systems and tools they need to break through ceilings and build scalable businesses that deliver freedom and impact.

Today, alongside coaching leadership teams using EOS®, the Entrepreneurial Operating System®, I serve as Visionary (CEO) at EOS Worldwide. With a network of over 850 EOS Implementers, we've facilitated more than 208,000 full-day sessions with clients. Together, we help businesses:

-Clarify their vision.
-Drive accountability and discipline to gain Traction.
-Build healthy, cohesive, and functional teams.

Philosophy:
I believe freedom is the ultimate goal of entrepreneurship—freedom of time, money, relationships, and purpose. With an abundance mindset, life becomes genuinely fulfilling—after all, life's too short to live any other way.

I watched a CEO's face go white when I asked:
"What number is your receptionist accountable for?"
"She... she doesn't need a number. She just answers phones."
Wrong.

That receptionist? She's the first voice your customers hear.
She impacts every single sale.
Yet she has zero objective accountability.

Here's what most leaders miss:
Every human in your business drives a result.
Every. Single. One.

After implementing "Everyone Has a Number" with 100+ companies, the transformation is predictable:

The receptionist tracks:
↳ Call answer time (under 3 rings)
↳ First-call resolution rate
↳ Customer satisfaction score

The warehouse team tracks:
↳ Order accuracy (99.5% target)
↳ Ship-same-day percentage
↳ Inventory accuracy

The marketing coordinator tracks:
↳ Blog posts per week (not just "content")
↳ Qualified leads generated
↳ Cost per lead

When Ben from College City Beverage gave everyone a number, something unexpected happened:
"Morale improved. People finally understood how they contribute to profits. They stopped worrying about surprise layoffs because they could SEE our financial health."

No more subjective performance reviews.
No more "I think you're doing great."
No more micromanagement.
Just clear, objective accountability that cuts through the BS.

Your content writer: 5 blog posts = 40 leads per month
Your salesperson: Average ticket = $1,000
Your operations lead: 98% on-time delivery

Numbers don't replace leadership.
They amplify it.

When everyone knows their number, magic happens:
People appreciate the clarity.
Managers stop hovering.
Teams self-correct before problems explode.

Stop pretending some roles can't be measured. Start giving everyone the gift of clarity.

Master the art of measurable accountability:
Data: Harness Your Numbers to Go from Uncertain to Unstoppable
👉 https://a.co/d/5DshvKp

What's one role in your company you thought couldn't have a number—until now?

Mark O'Donnell

Let's get real about growth.

Most companies claim they want it,
but they're stuck in outdated thinking that's killing their potential.

What I see daily:
❌ Settling for warm bodies instead of finding perfect fits
❌ Band-aid fixes instead of leveraging strengths
❌ Politics trumping performance metrics
❌ Friendship circles masquerading as accountability
❌ "Good enough" becoming the new standard

This kind of leadership doesn't just stall progress.
- It drains energy.
- Creates confusion.
- Kills momentum.

Here's what happens when you embrace EOS thinking:
✅ Perfect fit, perfect seat - every time
✅ Ruthless delegation to strengths
✅ Core Values driving every decision
✅ High accountability with high support
✅ Culture eating credentials for breakfast

This isn't about trendy buzzwords.
It's about building a team where excellence is the default setting.

The hardest part? Letting go of those comfortable old habits.
The best part? What follows: crystal clarity, unshakeable trust, 
and unstoppable traction.

Ready to see what EOS thinking could do for your business? Let's talk.

♻️  Reshare this to help another entrepreneur break through the ceiling

I just experienced something profound.

A few weeks ago, I visited Australia for the first time and met my indigenous family members. It was a connection that changed everything.

My cousin Pauline, a keeper of our family's stories, shared something that changed my perspective forever:

In our culture, people take care of their own.
They are Warriors, not Heroes.

What's the difference?

A Hero:
• Seeks glory and validation
• Wants to be the main character
• Chases individual achievements
• Measures success by applause
• Lives for the spotlight

A Warrior:
• Serves with purpose and dedication
• Puts the community first
• Builds others up silently
• Measures success by impact
• Creates light for others to shine

Which path will you choose - Hero or Warrior?

𝗪𝗵𝗮𝘁 𝗚𝗼𝘁 𝗬𝗼𝘂 𝗛𝗲𝗿𝗲 𝗜𝘀 𝗞𝗶𝗹𝗹𝗶𝗻𝗴 𝗬𝗼𝘂
Most successful companies are dying a slow death.

Not from competition.
Not from market forces.
From their own success patterns.

𝗧𝗵𝗲 𝘀𝘁𝗮𝗿𝘁𝘂𝗽 𝗺𝗲𝗻𝘁𝗮𝗹𝗶𝘁𝘆 𝘁𝗵𝗮𝘁 𝗯𝘂𝗶𝗹𝘁 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗶𝘀 𝗻𝗼𝘄 𝗶𝘁𝘀 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝘁𝗵𝗿𝗲𝗮𝘁.

I see the same deadly patterns everywhere:

→ Founders who still approve every hire (bottleneck central)
→ "Family" cultures that reject fresh talent and ideas
→ "We're different" pride that blocks proven systems  
→ Informal processes that collapse under growth pressure

These weren't weaknesses when you started.
They were your superpowers.

But here's the brutal reality:
𝗪𝗵𝗮𝘁 𝗴𝗼𝘁 𝘆𝗼𝘂 𝘁𝗼 $𝟭𝗠 𝘄𝗶𝗹𝗹 𝗸𝗶𝗹𝗹 𝘆𝗼𝘂 𝗮𝘁 $𝟭𝟬𝗠.

The companies that break through do something painful:
𝗧𝗵𝗲𝘆 𝗺𝘂𝗿𝗱𝗲𝗿 𝘁𝗵𝗲𝗶𝗿 𝘀𝗮𝗰𝗿𝗲𝗱 𝗰𝗼𝘄𝘀.

Watch what changes:
• Personal involvement → Systems and delegation
• Hiring friends → Hiring for competency
• Winging it → Strategic planning and metrics
• Family vibes → Performance culture with purpose

The hardest truth to accept?
𝗬𝗼𝘂𝗿 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵 𝗶𝘀 𝗽𝗿𝗼𝗯𝗮𝗯𝗹𝘆 𝘆𝗼𝘂𝗿 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝘄𝗲𝗮𝗸𝗻𝗲𝘀𝘀.

This isn't about losing your identity.
It's about choosing scale over comfort.

Every habit that made you successful is now a ceiling above you.

Which startup behavior is your company still protecting that's secretly choking your growth?

What Got You Here is Killing You Now

The average business coach makes $47,000 per year.

EOS Implementers following the $400k System?

They hit a very different number.

Here's the math:

→ 20 clients
→ 100 sessions per year  
→ $4,000 average fee per session
→ $400,000 annual revenue

This takes 3 years of consistent execution.

It's not a guarantee.

But it IS a proven system that successful implementers achieve year after year.

Most business coaches are making it up as they go.

Different approaches with every client. Reinventing the wheel. Hoping something sticks.

EOS Implementers have a complete system.

They know exactly what to do in session 1, session 10, and session 100.

Proven tools. Proven processes. Predictable results.

While other coaches are still figuring it out, EOS Implementers are executing a battle-tested methodology refined through thousands of implementations.

The difference between struggling at $47k and systematically building toward $400k?

A complete system vs making it up as you go.

DM me and I'll share what separates successful EOS Implementers from everyone else.

I watched a new EOS Implementer spend $3,000 on LinkedIn ads.

Zero clients.

Then she tried personal branding for 8 months.
Built a decent following.
Still zero paying clients.

Sound familiar?

Most coaches think they need to spend years building their brand before getting consistent clients.

That's exactly backwards.

The 𝗘𝗢𝗦 𝟰-𝟮-𝟭 𝗕𝗶𝘇𝗗𝗲𝘃 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁 helps new Implementers get 20 clients right in their backyard without becoming a marketing guru.

Here's the truth nobody talks about:

65% of new EOS Implementers get their clients from referrals within their local community.

→ Not from fancy content strategies
→ Not from expensive ads  
→ From a proven system that activates your existing network

This isn't about selling.
It's about having a systematic approach instead of hoping something works.

The difference between Implementers who thrive and those who struggle?

One group has a proven checklist.
The other group has hope and hustle.

Your future clients are already in your backyard.
You just need the right system to reach them.

Ready to stop wondering where your next client will come from?

DM me and I'll show you exactly how the 4-2-1 system works.

Most successful entrepreneurs I meet need employees to make a real impact.

That's exactly backwards.

Let me tell you about EOS Implementers - successful entrepreneurs making a massive impact without a single employee.

Each EOS Implementer works with about 20 companies in their local market, transforming businesses and lives through the Entrepreneurial Operating System®.

Here's what makes their path different:
→ No payroll stress
→ No HR drama  
→ No overhead crushing margins
→ No sleepless nights about someone else's performance

Instead, they work directly with business leaders who actually want to change.

Their entrepreneurial scars become their greatest asset. Every challenge they've faced becomes credibility with CEOs facing similar struggles.

They're not rebuilding complexity. They're simplifying it.

Think about it: Why recreate the management headaches you already escaped?

As an EOS Implementer, you channel your leadership experience into direct, measurable impact. Premium rates. Deep relationships. Zero employees.

The CEOs you work with get transformation.
You get freedom to focus on what you're actually great at.

Want to know how your experience translates to this path? DM me.

The Day I Fired Myself (Best Decision Ever)

"You're the bottleneck."

Three words that stopped me cold.

My business partner didn't sugarcoat it. We were stuck at $2M revenue for 18 months, and I kept blaming everything else:
• The market
• Our team
• The economy
• Bad timing

But the real problem was looking back at me in the mirror.

I was gripping every decision with white knuckles.
Marketing campaigns? Had to approve them.
Client proposals? Nothing moved without my sign-off.
Team meetings? I talked for 80% of them.

The brutal truth:
I wasn't leading. I was strangling.

Then we lost a big client.

A $400K contract.
Gone.

Why? Their project sat on my desk for 2 weeks while I "reviewed" the implementation plan. A plan my team had already perfected.

"We're going with someone who can move at our speed," their email said.

That moment broke something in me.

I wasn't the CEO anymore - I was the ceiling.
And my team was suffocating underneath it.

So I made the scariest decision of my career:
I fired myself from half my job.

→ Handed marketing to Sarah (who'd been itching to run with it)
→ Let Michael own the entire sales process
→ Stepped away from operational decisions
→ Focused on what only I could do: vision and strategy

The first month was torture.
My phone stayed silent. My approval wasn't needed.
I felt useless.

Then the numbers started moving.

6 months later: $3.2M
12 months later: $5.1M

My ego got smaller.
My impact got massive.

The hardest truth about leadership:
Your people don't need you to be indispensable.
They need you to make them indispensable.

What responsibility are you holding onto that's actually holding everyone back?

The Day I Fired Myself

Most leaders think being a great boss means being either a strong leader OR a skilled manager.

Wrong.

Great bosses master three disciplines simultaneously:
→ Lead
→ Manage
→ Hold people Accountable

The EOS approach to LMA isn't complicated, but most leaders get it backwards.

What I see daily:

LEADING without managing = chaos
Big vision, zero execution structure.

MANAGING without leading = soul-crushing micromanagement
Perfect processes, but nobody cares why they're doing the work.

Both without accountability = expensive mediocrity
People drift. Standards slip. Results disappear.

But when you nail all three together?

✓ LEAD with crystal-clear vision and Core Values
✓ MANAGE by removing obstacles and building systems
✓ HOLD ACCOUNTABLE through regular Quarterly Conversations

[Client example of CEO who went from working 70-hour weeks to taking month-long vacations after implementing LMA with their leadership team]

Here's the breakthrough moment:

You let go of the vine.

Stop controlling every decision.
Start trusting your systems.
Watch your people step into ownership.

The result? I've seen leaders transform their entire organizations in 90 days with this approach.

The business starts running itself instead of running them into the ground.

Which part of LMA is holding your team back right now?

Drop L, M, or A in the comments - and let's figure out your next step.

The Question That Predicts Your Success

"Are you willing to become the person your business needs you to be?"

Most entrepreneurs will change everything about their business before they'll change anything about themselves.

New marketing strategy? Sure.
Better systems? Absolutely.
Different team structure? Let's try it.

But ask them to let go of the need to control every decision?
To stop being the bottleneck in their own company?
To actually trust their team with real responsibility?

Suddenly, it's complicated.

Here's what they try instead:
→ Working harder, burning out while thinking effort alone will break through barriers
→ Learning more, chasing the next course that promises the magic formula  
→ Changing strategies monthly when the real issue is staring back in the mirror
→ Hiring experts to implement what they're too scared to delegate
→ Blaming external factors while staying exactly the same

The uncomfortable truth?

Your company's growth ceiling = Your personal growth ceiling.

Every plateau your business hits is really a plateau you've hit as a leader.

Want proof?
The same entrepreneurs who plateau for years suddenly explode when they finally do the inner work.
They stop micromanaging → their team starts innovating (and productivity doubles)
They embrace difficult conversations → conflicts get resolved in days, not months
They release control → systems finally work (and their workweek drops by 30%)

Simple? Yes.
Easy? Absolutely not.
Necessary? Without question.

What part of who you are today are you unwilling to let go of that's keeping your company stuck?

Share in the comments: What's the biggest transformation you've made as a leader that unlocked growth for your business?

Transforming Success

I walked into a boardroom last month and saw this on the wall:

"𝘐𝘯𝘵𝘦𝘨𝘳𝘪𝘵𝘺. 𝘌𝘹𝘤𝘦𝘭𝘭𝘦𝘯𝘤𝘦. 𝘛𝘦𝘢𝘮𝘸𝘰𝘳𝘬."

Then I visited their competitor.
Same exact values. Different font.

𝘏𝘦𝘳𝘦'𝘴 𝘵𝘩𝘦 𝘶𝘯𝘤𝘰𝘮𝘧𝘰𝘳𝘵𝘢𝘣𝘭𝘦 𝘵𝘳𝘶𝘵𝘩:

Your "core values" aren't core.
They're 𝘱𝘦𝘳𝘮𝘪𝘴𝘴𝘪𝘰𝘯 𝘵𝘰 𝘱𝘭𝘢𝘺.

🎯 𝗧𝗛𝗘 𝗥𝗘𝗔𝗟 𝗧𝗘𝗦𝗧

Walk into your biggest competitor tomorrow.
Could they put YOUR values on their wall without anyone noticing?

If yes, you don't have values.
You have 𝘷𝘢𝘯𝘪𝘭𝘭𝘢 𝘴𝘵𝘢𝘵𝘦𝘮𝘦𝘯𝘵𝘴.

𝗧𝗛𝗘 𝗣𝗥𝗢𝗕𝗟𝗘𝗠 𝗪𝗜𝗧𝗛 𝗚𝗘𝗡𝗘𝗥𝗜𝗖 𝗩𝗔𝗟𝗨𝗘𝗦:
→ They attract everyone (which means they attract no one)  
→ Zero competitive advantage in talent wars
→ Leadership makes decisions "by feel" instead of by principle
→ Culture becomes accidental, not intentional

𝘉𝘶𝘵 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵𝘪𝘢𝘵𝘦𝘥 𝘷𝘢𝘭𝘶𝘦𝘴?

They become talent magnets in commoditized markets.

𝗖𝗢𝗠𝗣𝗔𝗡𝗜𝗘𝗦 𝗗𝗢𝗜𝗡𝗚 𝗧𝗛𝗜𝗦 𝗥𝗜𝗚𝗛𝗧:
→ Netflix: "Keeper, not family" (performance over comfort)
→ Bridgewater: "Radical transparency" (ego-crushing honesty)
→ Patagonia: "Build the best product, cause no unnecessary harm"

Notice something?
Each value makes a strategic choice.
Each choice repels some people and magnetizes others.

𝘛𝘩𝘢𝘵'𝘴 𝘵𝘩𝘦 𝘱𝘰𝘪𝘯𝘵.

💡 𝗬𝗢𝗨𝗥 𝗟𝗜𝗧𝗠𝗨𝗦 𝗧𝗘𝗦𝗧

For each value, ask:
"Would this make our toughest competitor uncomfortable?"

If not → It's table stakes
If yes → You're differentiating

𝗧𝗛𝗘 𝗣𝗔𝗬𝗢𝗙𝗙:
Top talent gravitates toward authentic differentiation.
Your culture becomes your recruiting advantage.
Strategic decisions become clearer.
Competitive positioning strengthens.

𝘚𝘵𝘰𝘱 𝘴𝘦𝘵𝘵𝘭𝘪𝘯𝘨 𝘧𝘰𝘳 𝘱𝘦𝘳𝘮𝘪𝘴𝘴𝘪𝘰𝘯 𝘵𝘰 𝘱𝘭𝘢𝘺 𝘷𝘢𝘭𝘶𝘦𝘴.
𝘚𝘵𝘢𝘳𝘵 𝘣𝘶𝘪𝘭𝘥𝘪𝘯𝘨 𝘵𝘩𝘦 𝘤𝘶𝘭𝘵𝘶𝘳𝘦 𝘵𝘩𝘢𝘵 𝘴𝘦𝘱𝘢𝘳𝘢𝘵𝘦𝘴 𝘺𝘰𝘶 𝘧𝘳𝘰𝘮 𝘵𝘩𝘦 𝘱𝘢𝘤𝘬.

What's ONE value that makes your biggest competitor squirm? 👇

I walked into a leadership meeting last month.

The CEO asked a simple question:
"How do we make money?"

Seven executives.
Seven different answers.

That's the brutal reality for most leadership teams.

They're drowning in data but starving for clarity.
→ 47 metrics cluttering the dashboard
→ 3-hour meetings that spiral nowhere  
→ Cash flow surprises hitting every quarter
→ Everyone measuring different things

The real problem?
Most companies track what's convenient, not what's critical.

Here's what changes everything:
Focus on the 5-15 numbers that actually drive cash.

That's exactly what we did with [manufacturing company story about CEO who reduced tracking from 47 financial and operational metrics down to 5 core cash drivers after leadership team spent 6 months arguing about which numbers mattered].

The transformation was immediate:
✅ 83% improvement in cash flow predictability
✅ Leadership meetings cut from 3 hours to 45 minutes
✅ Every executive finally aligned on what moves the needle

This is the power of the EOS Scorecard.

Not more data.
The RIGHT data.

Want to build this for your business?

🎯 EOS Data Workshop
📅 October 22, 2025  
📍 Philadelphia Cricket Club
⏰ 8:30AM - 4:30PM

We'll dissect your actual numbers.
Build your custom scorecard.
Show you exactly how to predict and control cash flow.

Here's my guarantee:
Generate at least $25,000 in additional cash flow within 90 days or I'll refund every penny.

That's how confident I am in this process.

Ready to stop drowning in metrics and start driving results?

Register now: https://lnkd.in/gf9HsVr8

How many metrics is your team tracking right now? Drop the number below.

I timed it yesterday: A leadership team spent 47 minutes "solving" the same issue they've tackled in every meeting for the past 4 months.

Sound familiar?

They identified symptoms, not causes.
Everyone had opinions, few had solutions.
They created action items no one completed.
The problem returned, slightly repackaged.

This isn't just inefficient. It's the silent killer of growing businesses.

After implementing EOS with 500+ entrepreneurial companies over 15 years, I've found teams waste up to 68% of their meeting time on recurring issues that never get solved at the root.

The difference between teams that solve issues once and teams stuck in the loop isn't intelligence. It's methodology.

Enter the Issues Solving Track - the EOS tool that transforms how leadership teams attack problems:

1. IDENTIFY the real issue

Most teams get this wrong. They discuss symptoms, not causes.

Try this instead:
→ Write the issue as one clear sentence
→ Ask "Why is this happening?" three times
→ Determine if it's a people issue, process breakdown, or communication gap

A manufacturing client kept "solving" quality problems until they properly identified the real issue: unclear quality standards, not lazy employees.

2. DISCUSS with discipline

The discussion phase isn't:
→ A platform for the loudest voice
→ A place for tangents and war stories
→ A political positioning exercise

It is:
→ A focused examination of relevant facts
→ A space for diverse perspectives
→ A way to challenge assumptions respectfully

The best teams have a designated facilitator who keeps discussion on track and ensures every voice contributes.

3. SOLVE completely

The only reason to discuss an issue is to solve it.

When you've reached clarity, document:
→ A specific action step
→ One person accountable (not a department)
→ A concrete due date (not "ASAP" or "ongoing")

Then move on. No revisiting. No second-guessing.

A software company I work with was averaging 3.5 hours in weekly leadership meetings. After implementing the Issues Solving Track, they cut meeting time to 90 minutes while solving twice as many issues.

The best businesses aren't the ones without problems. They're the ones that solve problems at the root.

Want to implement the Issues Solving Track in your business? Use the process below 👇

The Issues Solving Track

Ever driven tired and hit those rumble strips on the highway? 🫨

That jarring vibration that says "WAKE UP, YOU'RE DRIFTING!"  

That's exactly what your weekly Scorecard should feel like.
Not panic. Not crisis mode.
Just a clear signal: Time to correct course.

Here's what most leaders get wrong about their numbers:
They either...
👉  Ignore the rumble strips until they crash
👉  Panic at every tiny vibration
👉 Turn the warnings into white noise

Think about this:
Your windshield is 20x bigger than your rearview mirror.
But most businesses drive by looking backwards (lagging indicators.)
They measure results, not what creates results.

If you want to see to turn your Scorecard into a rumble strip,
every red number should get attention:
→ Add it to the agenda
→ IDS it (Identify, Discuss, Solve)
→ Create specific to-dos
→ Get back on track within 7 days
(Not 90 days later when you're in the ditch.)

If you're:
Same number red for 3+ weeks? You're not solving the real issue
All green every week? You're playing it too safe
Feast-or-famine cycles? Your measurables aren't predictive enough

If you want your business to go from "hoping for a good year" to knowing exactly where they'll be in 3 years? You need to stop treating warnings as suggestions and start treating them as rumble strips.

Imagine you're on a desert island. 
You can only receive ONE piece of paper weekly: 
your Scorecard with 5-15 numbers.

No calls. No emails. No other communication.

Could you confidently know how your business is doing?

✅ If yes, you have a great Scorecard.
❌ If no, you're measuring the wrong things.

Your numbers aren't there to make you feel good.
They're there to keep you in your lane.
Even when the road gets rough.

What's your most important "rumble strip" metric that keeps your business on track?

➕ Follow me, Mark O'Donnell, for more leadership insights
♻️  Share if you're ready to stop ignoring your business's warning signs

Here's my favorite behavioral question that reveals everything:

"Tell me about a time you saw something wrong in your organization and chose to speak up about it."

This question uncovers:
• Their courage to challenge status quo
• How they handle difficult conversations
• Whether they're problem-spotters or problem-solvers
• If they put team success above personal comfort

But here's the real gold:
𝘞𝘢𝘵𝘤𝘩 𝘏𝘖𝘞 𝘵𝘩𝘦𝘺 𝘵𝘦𝘭𝘭 𝘵𝘩𝘦 𝘴𝘵𝘰𝘳𝘺.

Did they:
• Lead with facts or emotions?
• Consider multiple perspectives?
• Focus on blame or solutions?
• Follow through or give up?

The answer reveals their values in action.
Not just what they say they value.
What they actually do when it matters.

That's worth 100 resume bullet points.

What's your go-to behavioral question? Share below 👇

Hiring for Culture Fit

You’ve done the hard work.

✔ Your leadership team is aligned
✔ You’ve nailed your focus
✔ You’re saying no to distractions

That’s exactly what great leaders do… until it isn’t.

Here’s the uncomfortable truth:
The same discipline that drives your success 
can also blind you to the next big shift.

Just ask Kodak. 
They weren’t unfocused. 
They were relentlessly focused... on the wrong thing.

They thought they were in the film business. They were actually in the memory business. When technology changed how people preserved memories, Kodak clung to their niche and lost their market.

It’s a trap even the smartest leaders fall into.

If you want to avoid becoming the next Kodak, this week's newsletter is worth 5 minutes of your time. 

Want my weekly Clarity Break insights in your inbox? Subscribe here: www.markodonnell.me

You’ve nailed your Core Focus, right? Your leadership team is aligned. You’re saying “no” to shiny distractions. You’re building a great company by st

Open article: What Jeff Bezos Knows About Focus That Most Leaders Miss by Mark O'Donnell • 4 min read

What Jeff Bezos Knows About Focus That Most Leaders Miss

I need to get real with you about strategic plans.

I know most of them are collecting dust right now.

Not because the ideas aren't solid.
Not because the market shifted.
But because they're treated like corporate artwork – 
pretty to look at, useless in practice.

Your strategic plan is only as good as the decisions it drives.

In this week's newsletter, I'm breaking down how to transform your plan from a shelf-warmer into your competitive edge by asking the tough questions about:
→ Your Core Values (the real ones, not the wall decorations)
→ Your market position
→ Your growth targets
→ Your marketing strategy
→ Your pricing model
→ Your immediate priorities

Remember: If your plan isn't influencing daily decisions, guiding where you put your money, and helping you dominate your market, it's just expensive paperwork.

Want to turn your strategic plan into a weapon?
✉️ Subscribe here: www.markodonnell.me

I’ve lost count of how many times I’ve seen a business put together a beautiful strategic plan, feel great about it for a week, and then shove it in a

Open article: Why Most Strategic Plans Fail (and How to Fix Yours) by Mark O'Donnell • 3 min read

Why Most Strategic Plans Fail (and How to Fix Yours)

Let me tell you about Core Values that actually work:

Picture this: A factory floor in America.
A worker stops everything to shout:
"𝗧𝗛𝗔𝗧 𝗪𝗔𝗦 𝗢𝗨𝗧𝗥𝗔𝗚𝗘𝗢𝗨𝗦!"

Why? His colleague just helped someone with heavy equipment.
In most companies → A quiet nod
Here → Pure celebration

Because "Outrageous Service" wasn't a poster.
It was their language.
Their DNA.

This is what real Core Values sound like:
Not buzzwords gathering dust
Not website decoration
But behavior-changing language

The U.S. Army nails this:
7 Core Values (LDRSHIP) embedded in:
→ Every drill
→ Every review
→ Every promotion
→ Every decision

That's why soldiers from anywhere instantly unite.
Same values. Same language. Same heart.

Here's the brutal truth about Core Values:
They only work when they become verbs.

Not "Integrity" on a wall
→ But calling out dishonesty immediately

Not "Innovation" in your slides
→ But celebrating every creative solution publicly

Not "Teamwork" in your handbook
→ But staying late so others can make their kid's game

The Real Test:
If you disappeared for a month, would your team still be speaking your Core Values?

If yes → You've built culture
If no → You've decorated walls

Monday Challenge:
1. Watch for someone living your Core Values
2. Call it out using exact words
3. Make it contagious

Because Core Values aren't what you print.
They're what you praise.

What will you catch someone doing right tomorrow?

Core Values that actually work

Are you building a business? 

Or is your business building a prison?

I met an entrepreneur last week who just hit $10M in revenue.

He also hadn't taken a real day off in 3 years.

His kids call him "the guy who lives upstairs."

Would I call that "success?" Not even close.

Here's what nobody tells you about The EOS Life:

It's not about having it all.
It's about defining what "all" means to YOU.

The pillars are simple:
1️⃣ Doing what you love
2️⃣ With people you love
3️⃣ Making a huge difference
4️⃣ Being compensated appropriately
5️⃣ With time for other passions

But here's where most get it wrong:

You think #4 (money) will unlock the others,
but the truth? #1-3 unlock everything.

I know entrepreneurs who:
- Turned down 50% growth to keep their Fridays free
- Fired their biggest client because they violated Core Values
- Promoted themselves OUT of roles they hated

Mark and Suzanne from Sagefrog Marketing Group, LLC proved this.

They built a culture so strong they could have doubled revenue easily.
But instead, they turn away business that doesn't align.

They chose:
👉  Freedom over growth
👉  Alignment over expansion
👉  Life over just business

The old entrepreneur playbook says:
❌ Revenue, revenue, revenue.
❌ Profits, profits, profits.
❌ Growth at all costs.

The EOS Life says:
✅ Define success for yourself.
✅ Build toward that relentlessly.
✅ Ignore everything else.

Some want an empire.
Others want Tuesday afternoons at your kid's soccer practice.

Both are valid. Neither is wrong.
But you can't get either by accident.

So this weekend, ask yourself:
What does YOUR version of success look like?

Not your mentor's version.
Not Instagram's version.
Not your father's version.

Yours.

Then on Monday, start building that.
One decision at a time.
One boundary at a time.
One "no" at a time.

Your business should be the vehicle to your ideal life.
Not the reason you don't have one.

➕ Follow me, Mark O'Donnell, for more insights on how to build the EOS Life for yourself

🚀 I meet with 3-5 ETA CEOs every week.

𝗦𝗮𝗺𝗲 𝘀𝘁𝗼𝗿𝘆. 𝗘𝘃𝗲𝗿𝘆 𝘁𝗶𝗺𝗲.

"I bought this company 6 months ago. Growth has stalled. My leadership team operates in silos. I have no idea what's actually happening day-to-day."

Sound familiar?

Here's what most ETA CEOs don't realize:

The Yale School of Management studied exactly this.

Their finding? 𝗘𝗧𝗔 𝗖𝗘𝗢𝘀 𝘄𝗶𝘁𝗵 𝗮 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗢𝗽𝗲𝗿𝗮𝘁𝗶𝗻𝗴 𝗦𝘆𝘀𝘁𝗲𝗺 𝗱𝗿𝗮𝗺𝗮𝘁𝗶𝗰𝗮𝗹𝗹𝘆 𝗼𝘂𝘁𝗽𝗲𝗿𝗳𝗼𝗿𝗺 𝘁𝗵𝗼𝘀𝗲 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗼𝗻𝗲.

The brutal truth?
A Business Operating System isn't optional for scaling.
It's 𝗲𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 𝗳𝗼𝗿 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝗼𝗻.

What a BOS gives you:

✅ 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 across every department and decision
✅ 𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 that actually drives results
✅ 𝗥𝗵𝘆𝘁𝗵𝗺 for meetings that matter and metrics that move the needle
✅ 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 from chaos to clarity

Without it? 
→ You're flying blind
→ Growth happens by accident (if at all)
→ Your team pulls in 12 different directions

With it?
→ Every decision drives toward your vision
→ Your team executes with precision
→ Scaling becomes systematic, not chaotic

The difference between hoping for growth and 𝗲𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝗶𝗻𝗴 𝗶𝘁.

👉 ETA CEOs: Which Business Operating System are you using to scale your acquisition?

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