By Patrick Metzger, PM and Associates

As a Professional EOS Implementer®, I work firsthand with businesses every day that are trying to get everyone on the same page and moving in the same direction. A much easier task said than done, right? The primary necessity to accomplishing this, however, is getting all employees from top to bottom in the organization seeing and hearing the same game plan, as well as using the same playbook to execute it. And believe it or not, this doesn’t need to be a complex process, nor should it be found within an enormous strategic planning binder busting at the seams that nobody cares about or looks at.

The clients I work with through the EOS Process® accomplish creating a unified vision, voice and plan by clarifying and crystallizing their business on a two-page document that we refer to as the V/TO™, or Vision/Traction Organizer™. Simply, it’s a series of eight questions that once fully answered provide ultimate clarity, effective communication and a bulletproof plan that comes to life within your organization. They are…

1. What are our Core Values?
Your Core Values aren’t just something that you hang on the wall in your organization and expect everyone to live by and breathe. They’re your guiding principles you follow and the filter that you initially run every decision in your business through. From using when hiring and firing, to evaluating your customers, clients and vendors, your Core Values ultimately guide your business to create the culture you desire. Choose wisely and bake them into your organization in every way possible.

2. What is our Core Focus™?
Your business initially came to life because of a big why and what. It started with a purpose and passion toward helping or serving others, and you are always striving to be better at what you do than anybody else. Your employees need to know your company’s entire story and what’s truly important. Your Core Focus is where all time, energy and resources need to consistently be directed toward.

3. What is our 10-Year Target™?
Plain and simple, every organization needs to have a BHAG, or Big Hairy Audacious Goal, as business guru Jim Collins refers to it as. Employees need to know the direction the boats have been launched in order to connect their role and responsibilities to that long-term vision.

4. What is our Marketing Strategy?
If you can’t effectively attract customers or clients, you’re obviously going to struggle. This doesn’t mean just knowing who you’re talking to, what to say, how you’re going to say it and having a Proven Process to build trust, but also having clear consistency among all your employees. Don’t forget that at the end of the day, everyone in your business is selling your brand.

5. What is our 3-Year Picture™?
Having a long-term plan is great, but in order to eat the whole elephant, you have to break it down into digestible chunks. What are the benchmarks and targets you want to hit along the way to your biggest goals? All your employees have to be able to envision the growth of the company and themselves along the way, what it will take to get there and how their individual piece fits into the overall puzzle.

6. What is our 1-Year Plan?
Any great organization sets yearly goals. The best ones, however, only choose to focus on a handful of important initiatives over the course of the year. Employees don’t want to be pulled in numerous directions chasing shiny objects all over the place. Give them the plan and the exact steps the company, each division and every individual needs to take in order to be most successful as a team.

7. What are our Rocks?
Within EOS, I teach organizations to break their year down into a 90-Day World®. Why? Because this is about the maximum amount of time one can maintain focus. Your organization should have Rocks, each division or department needs Rocks, and every individual also needs to identify their biggest priorities and tasks over the quarter.

8. What are our Issues?
Unfortunately, many businesses don’t effectively address their issues through healthy conflict and communication. It’s vital that you create an openness, honesty and transparency within your organization where employees not only know what the most important issues are, but feel comfortable bringing them to the table as part of a vulnerability-based trust within the organization and amongst the leadership.

Before you put more focus on the external facing component of your business, remember that long-term and sustained growth is sparked from the inside out. It starts with organizational clarity, communication and confidence. I highly encourage you to start with these eight questions, take a strong look in the mirror and see where your business is at internally and that you first have all your employees on the same page with who you are, what you’re about and where you’re going.

About the author
Patrick Metzger is the CEO and founder of PM and Associates, as well as one of less than 450 Professional EOS Implementers worldwide. He and his team help businesses across the nation get the most out of their organizations and people by helping get everyone on the same page and executing the company vision, as well as by creating healthier, more cohesive and higher functioning leadership teams. Patrick also hosts the Patrick Metzger Show Podcast in which he discusses with business leaders and high performers from around the globe their personal journeys toward success. Visit patrick-metzger.com for more information or to set up a free consultation with your leadership team.