Christine Schewe • July 7, 2025

When Do I Start EOS?

Show Notes: Inside the 90™ Episode #15

"When should I start EOS?" is one of the most common questions Jami and Andrew hear — so this episode opens the show's new topic-driven format by answering it directly.


The short version: readiness is part organizational, part mental, and both matter more than company size.


Is Your Company Ready for EOS?


EOS is built to manage a company's human energy — and the clearest sign it's needed is energy that's plentiful but scattered.


Picture a rowing team where every oar hits the water with full effort, but not at the same time or in the same direction. That's what an organization looks like when talented people are working hard without a shared system pulling them together.


On the organizational side, the sweet spot is 10 to 250 employees with real product-market fit — a company already selling something the market values, but hitting a ceiling anyway.


Working too hard for too little: a team full of genuinely talented people who still can't seem to move the needle the way the effort should produce.

Everything on one person's shoulders: a founder who can't take a real vacation because the business seems to depend entirely on them.


Size matters less than the underlying principles, though. A two-person startup can run a compressed 45-day version of the same rhythm on day one, and a 400-person company can run the full 90-day cycle — the energy problem shows up at any scale.


Curiosity Has to Come First


Beyond company size, there's a mental readiness that matters just as much: openness to being led through a process that isn't already your own idea.


The founders who succeed with EOS aren't the ones who think they've already got it figured out. They're the ones willing to say the business isn't broken, but there's still a real desire to be better — and a willingness to be vulnerable enough to get there.


That curiosity has to start with the visionary or founder specifically. A team can be fully bought in, but if the person at the top isn't genuinely open to the process, the whole thing stalls.


Commitment Beats the Three Common Excuses


Curiosity has to turn into an actual commitment, not just a willingness to try something out.


Three objections come up again and again, and none of them hold up under a closer look.


"We tried something like this before and it didn't work." Usually that means the process was abandoned before it had time to actually work, not that it failed on its own merits.

"We need to get our house in order first." EOS is built to clean things up as it goes — it's a process, not an event that needs a tidy starting point.

"I'm afraid of how the team will react." In practice, the right people on a team tend to be relieved, not resistant — they finally get the clarity and accountability they've been missing.


High-performing team members consistently want two things above all else: clarity on where the business is headed, and accountability for their own part in getting it there.


Cadence Turns Structure Into Calm


Once curiosity and commitment are in place, cadence is what actually makes the system work day to day.


The 90-day world sets priorities and rocks for the quarter, then a team executes and inevitably starts to fray a little before coming back together at the next 90-day mark. Weekly L10 meetings run the exact same agenda every time, which is precisely what makes them valuable — everyone knows what to expect, so more actually gets done.


People tend to resist the cadence at first and then fight to protect it once it's in place. Miss a beat, and the frantic, scattered feeling comes right back.


For anyone worried this all sounds like bureaucracy for a creative or fast-moving team: think of it as a football field rather than a rulebook. The field size and rules stay constant, but the plays, the players, and the style of play are entirely up to the team.


The best team cultures already prove this works — professional and college sports teams run some of the strongest camaraderie around, and every one of them also tracks a scoreboard and individual stats every single game. High accountability and high culture aren't in tension. They build each other.


Final Takeaway: The First Step Is Simple


Start with the book Traction for a more textbook-style breakdown, or Get a Grip for the same ideas told as a business fable — either works as a first step, and most people end up reading both.


From there, reaching out to a local EOS implementer costs nothing. The 90-minute meeting that follows simply walks through what the process looks like, with no obligation attached.


Readiness isn't about being a certain size. It's about having the energy, wanting more direction for it, and being willing to commit to the rhythm that gets it there.

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