Whether you are looking to take your business to the next level, bring order out of chaos or transition from good to great; you need a business operating system (BOS). A BOS consists of firm-wide protocols that define how the team should meet, plan, solve problems, communicate, measure performance, manage, deal with clients, etc. It puts the infrastructure in place to streamline operations and enhance team productivity. Some of the BOS’ you are probably familiar with are Objectives and Key Results (OKR), Entrepreneurial Operating System (EOS), Strategic Coach, EMyth, Scaling Up and the list goes on. All of these BOS’ have similar origins that are based on standard business management practices, and there are pros and cons of each.
This is where I come in. 95% of the firms that I work with had already implemented one of the BOS’ listed above and required another implementation to get traction. We used what they had already completed as a starting point, and tailored the BOS to the firms’ needs to ensure sustainable growth. I help firms install discipline at the business level by implementing a BOS that is easy to understand and reflects best practices. I also help reinforce discipline at a personal level by establishing a winning culture and consistent training.
In addition to the BOS implementation, I provide post-implementation meeting facilitation, coaching and training support on an ongoing or as needed basis to ensure the process is effectively integrated into the daily operations and optimized over time. The on-going support is key to achieving long-term benefits. My proven process consists of spending five productive hours per week (or more as needed) working with your team. This process provides substantial cost-benefits. The following is what is included in the BOS implementation and accountability meeting facilitation.
Click here to read article on “How to build an effective and sustainable BOS”.
1) Business Plan Summary
Conduct strategic planning and document the firm’s core values, business description and services, target market, value proposition or SWOT (strengths, weaknesses, opportunities, threats) analysis, and goals.
2) Accountability Plan
Effectively outline a high level presentation of all processes within the organization and assign accountabilities to each process or role.
Define new hires and new processes that will be implemented and set timelines.
Define tasks that must be delegated and set a timeline for transferring responsibilities.
Identify processes that require standard operating procedures (SOP).
Conduct employee “right seat/right fit” analysis.
Ensure managers can lead, manage and hold people accountable.
3) Strategic Projects
Break down goals into manageable achievable steps.
Effectively define the scope of work and milestones with realistic due dates for projects to prevent scope creep.
Implement a robust project management system to centralize all project-related information, ensuring transparency and easy access for all stakeholders.
Create a process to regularly track progress, swiftly address any bottlenecks that arise, and ensure the team does not get distracted with “shiny objects”.
4) Scorecard
Identify key metrics that are crucial for evaluating performance, such as revenue growth, profit margins, customer satisfaction, and employee productivity.
Set targets for each metric.
Establish a process for monitoring these metrics regularly. When targets are off track, implement corrective actions such as revising strategies, providing additional training, or reallocating resources.
5) Issues & Opportunities
Effectively solve issues by identifying the root cause of each problem and not waste time finding a solution for symptoms otherwise the issue will continue to resurface.
Conduct effective strategic planning for potential business opportunities, process improvement ideas, etc.
6) Roll out the BOS to all employees
Roll out the BOS process to all employees for organizational alignment and efficiency.
Provide a clear overview of the BOS process, its benefits and use real-life examples to make it relatable. To ensure buy-in, allow the team to ask questions and provide feedback on the documents created during the implementation.
1.5 hour productive accountability meeting.
Helps leaders keep their fingers on the pulse of the business for transparency without being involved in the day to day business.
Stay focused on the most important priorities.
Hold the team accountable.
Cross functional collaboration, planning and problem solving so the full firm is moving in the same direction.
Consistent training and development to help the team be more productive.
Best practice guidance on streamlining and automating processes.
Solve issues and discuss opportunities.
One-on-one CEO, management, and staff coaching, when necessary.