Christine Schewe • November 13, 2025

How to Create a Healthy Leadership Team with EOS

This episode tackles one of the most overlooked (and most critical) drivers of growth: Leadership and Team Development.



Because EOS doesn’t fail from lack of tools.

It fails when the leadership team isn’t healthy, aligned, and functioning as one unit.


And here’s the reality most teams don’t expect:

Leadership teams almost always change once EOS is implemented.


Leadership Team Turnover is Normal (and necessary)


One stat stands out:

  • Up to 80% of leadership teams change after starting EOS


That’s not a problem. It’s a signal.


When you introduce:

  • clarity
  • accountability
  • defined roles


You quickly uncover:

  • wrong people in seats
  • unclear expectations
  • misaligned priorities


EOS doesn’t create dysfunction—it reveals it.


Leadership Team Development Happens in Three Phases


Every team moves through a similar evolution:


1. Forming: defining the leadership team

Before EOS, most companies already have a leadership team.


It’s just:

  • undefined
  • inconsistent
  • based on informal influence


EOS formalizes it using the accountability chart:

  • define major functions
  • assign ownership
  • place the right people in seats


This is where clarity begins.


2. Adjusting: refining people and seats

Once accountability increases, reality sets in.


You start asking:

  • Do we have the right people in the right seats?
  • Does each leader truly “get, want, and have capacity” for this role?
  • Are they acting for the greater good of the business, not just their department?


This is where:

  • roles shift
  • people move on/off the leadership team
  • functions evolve


And this is where most teams hesitate.


They shouldn’t.


Adjustment is part of the process—not a failure of it.


3. Maturing: becoming a cohesive, high-performing team

This is where leadership teams separate from average organizations.


A mature leadership team:

  • operates as Team 1 (the leadership team), not Team 2 (their department)
  • commits to decisions, even when they disagree
  • addresses issues openly and directly
  • holds each other accountable


This is where real traction happens.


The Biggest Mistake: Prioritizing Your Department Over the Business


One of the clearest breakdowns in leadership teams is this:


Leaders protect their departments instead of serving the company.


This shows up as:

  • defensiveness in meetings
  • withholding issues
  • avoiding hard conversations


High-performing teams do the opposite:

  • they surface issues openly
  • they accept feedback without defensiveness
  • they make decisions based on what’s best for the organization


This is the shift from Team 2 → Team 1 thinking.


The Accountability Chart is the Foundation


Everything starts here.


The accountability chart:

  • defines leadership seats by function
  • clarifies roles and responsibilities
  • creates ownership across the business


And most importantly:


It is not static.


It evolves constantly as the business grows.


The Role of Trust: Why Vulnerability Matters


You cannot build a healthy leadership team without trust.


And trust doesn’t come from alignment.


It comes from:

  • vulnerability
  • honesty
  • consistency


That’s why simple habits matter:

  • open check-ins at the start of meetings
  • sharing real wins and struggles
  • being willing to say the uncomfortable thing


Without this, teams stay surface-level—and progress stalls.


Leadership Team “Truisms” that Change Performance


Strong teams don’t just follow EOS tools.


They define how they operate together.


Some examples:

  • Act with the greater good in mind
  • One and done (decisions don’t get re-litigated)
  • Silence equals agreement
  • Bring the uncomfortable issue to the table


These become a team charter—a shared standard for behavior and accountability.


Why Leadership Team Changes Shouldn’t Be Feared


A common misconception:


Removing someone from the leadership team = failure.


In reality:

  • it often leads to better alignment
  • individuals can thrive in different roles
  • the business becomes stronger


The goal isn’t to preserve structure.


It’s to build the right structure.


The Role of the Visionary and Integrator


A healthy leadership team is driven by both roles:

Visionary

  • sets direction and culture
  • champions EOS
  • drives clarity and energy


Integrator

  • ensures execution
  • manages the leadership team
  • maintains accountability and structure


Together, they create:

  • balance
  • alignment
  • forward momentum


What Great Leadership Teams Actually Do Differently


High-performing teams consistently:

  • Address issues openly (no politicking)
  • Commit to decisions as a unified front
  • Stay focused on organizational outcomes
  • Embrace change instead of resisting it
  • Use EOS tools as intended—not selectively


And most importantly:


They do the hard work of staying aligned.


Practical Takeaways for Leadership Team Members


If you want to elevate your leadership team immediately:


1. Read The Five Dysfunctions of a Team together
Build a shared understanding of trust and accountability.

2. Prioritize Team 1 over Team 2
Make decisions for the business, not your department.

3. Bring one uncomfortable issue every meeting
Avoiding tension slows growth.

4. Stay curious, not defensive
Focus on solving the issue—not protecting your perspective.

5. Eliminate politicking
Once a decision is made, move forward together.

6. Commit to “one and done”
Alignment happens in the room—not after it.


Final Takeaway: Great Companies are Built at the Leadership Level


Most organizations don’t struggle because of strategy.


They struggle because:

  • leadership teams aren’t aligned
  • trust is low
  • accountability is inconsistent


EOS provides the tools.

But the real work is this:

Building a leadership team that is both healthy and smart.


Because when that team works…

Everything else gets easier.

Show Notes: Inside the 90™ Episode #26

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