Scale Smart: Elevate Beyond 100%

Welcome back to the Business Builder newsletter. In today's issue, I'll share how the EOS accountability chart is used for hiring and effectively scaling your company, based on my own experience implementing the EOS system in my business.

Estimated read time: 3 minutes

Scaling Your Business with the Accountability Chart

With the Accountability Chart in place, you can determine when someone is working at full capacity. Each person has only 100% of their working time.

This 100 percent represents the amount of time each person is willing to work while still maintaining balance. For some, it’s 40 hours per week; for others, it’s 70 hours. Everyone is different.

If you are working at 120% capacity while functioning in two or more seats, you must find a way to delegate 20% so that over time, you can give one seat 100% of your attention.

For example, let's assume you have a great operations and a great finance person in place, freeing you from those major functions. Yet, your workload still requires 120 percent of your time to lead and manage your leadership team as the integrator, manage the sales team, sell, and create marketing materials.

It's time to delegate. Assuming that leading and managing the leadership team and selling are your unique abilities, you must delegate managing the sales team and creating marketing materials to free up the 20 percent.

Delegation is not just about freeing up your time; it's about elevating yourself to operate within your unique strengths.

However, when you delegate and elevate, you must have the right person in the right seat.

If you don’t, you’ll never feel completely comfortable letting go. You must also realize that you have no choice but to delegate: Creating extensions of yourself is the only way to scale and grow a business.

Simplified Hiring: Right People, Right Seats

The EOS accountability chart significantly simplifies the hiring process.

After creating the new seat and its five key accountabilities, you gain clarity on what to look for during recruitment. This not only provides clarity in the hiring process but also ensures that the candidate has a clear understanding of the accountabilities associated with their seat.

So, once you've clearly defined the new role and its five accountabilities, the next step is to ensure that you have the right candidate for the right seat.

In EOS, “right people” means they fit your core values, and “right seat” means they GWC the seat (get it, want it, and have the capacity to do the job).

I’ll keep sharing this process and the application of the GWC tool in our next issue.

Stay tuned.