Which people moves would be most beneficial for the company or my team next quarter?
You can stop here, find a quiet place, and think. Everything below is optional fuel when you want more context or a thought partner.
01
A thought from the EOS Library
“As your organization grows, you’re making the necessary evolutionary changes to your Accountability Chart, always focused on structure first and people second, ensuring the right people are in the right seats.”Gino Wickman, Traction, Chapter 10, Getting Started.
02
Resources to explore
The EOS links below go directly to EOS Worldwide’s website, blog, and official YouTube channel. Ben’s resources are identified separately.
03
Use AI for a guided Clarity Break
Copy this into the AI tool you use. It will ask one question at a time and help you discover your own answer.
Lead me through a confidential reflection on possible people moves for next quarter. First ask what structure the business will need over the next six to twelve months. Then ask one question at a time about seats, accountabilities, capacity, Core Values alignment, GWC, development opportunities, succession, hiring needs, and work that may need to move—not just people. Challenge me to distinguish a structural Issue from a performance Issue and evidence from assumptions. Do not decide who should be hired, promoted, moved, or exited. At the end, summarize the organizational questions to take to the leadership team, the evidence still needed, conversations to prepare for, and any official EOS tools to review. Remind me not to enter sensitive personal or confidential information.
Use judgment with confidential information. Keep names, personal details, and sensitive company data out of a public AI tool unless your organization has approved that use.
04
Additional questions
- What structure will the business need six to twelve months from now?
- Where is a capable person sitting in the wrong seat?
- Who may need coaching, a clearer seat, or a different opportunity?
- What important people decision have we delayed, and what is that costing?
- Where do we need more capacity or a stronger succession plan?