EP 109: Why EOS is the Ultimate Game-Changer for Entrepreneurs – Isabel's Insights

In this episode of Prospecting on Purpose, Isabel Porzecanski, a seasoned EOS Implementer, shares how the Entrepreneurial Operating System (EOS) can transform businesses by creating clarity, accountability, and sustainable growth. With over 25 years of experience in luxury hospitality and HR, Isabel reveals how EOS helps entrepreneurs and leadership teams overcome common frustrations like lack of control, team misalignment, and execution challenges.

She dives into the six key components of EOS—Vision, People, Data, Issues, Process, and Traction—and explains how businesses can implement structured tools such as 90-day Rocks, Level 10 Meetings, and the Vision/Traction Organizer (VTO) to drive results. Isabel also highlights the importance of defining clear leadership roles, distinguishing between Visionary (big-picture thinker) and Integrator (execution-focused leader) to ensure operational efficiency.

🔑 Key Highlights: ✔ How EOS helps businesses create a strong operational framework and eliminate inefficiencies. ✔ The six key components of the Entrepreneurial Operating System and how they work together. ✔ The importance of having the right people in the right seats for sustainable growth. ✔ The difference between Visionary and Integrator roles and why balancing them is crucial. ✔ How EOS tools like Rocks, IDS (Identify, Discuss, Solve), and Level 10 Meetings ensure continuous progress.

If you're a business owner, entrepreneur, or leader looking to streamline operations, improve team alignment, and execute with precision, this episode is packed with actionable insights on how to make EOS work for you.

#EntrepreneurialOperatingSystem #EOS #BusinessGrowth #LeadershipDevelopment #Visionary #Integrator #Accountability #ProspectingOnPurpose

💡 Connect with Isabel: 🌐 Explore EOS Tools & Find an Implementer: EOSWorldwide.com🔗 Connect on LinkedIn: Isabel Porzecanski

Connect with Sara https://www.saramurray.com/

YouTube: https://www.youtube.com/@saramurraysales LinkedIn: https://www.linkedin.com/in/saramurraysales/ Instagram: https://www.instagram.com/saramurraysales/

What is Prospecting on Purpose® with Sara Murray?

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As business grows more complex, the biggest opportunities emerge when we learn beyond our own industries. From hospitality and design to technology and travel, this is where professionals come together to exchange ideas, uncover new perspectives, and prospect for business with creativity, authenticity, and intention.

Hosted by Sara Murray, a heart-centric sales champion, each episode helps you raise both your vibes and your game. Sara's playbook is simple - ABAV: Always Be Adding Value. Embrace your authentic self, lean into your unique strengths, and sell the outcome instead of the product or service.

Join Sara each week as she sits down with world-class thought leaders to unpack today's business strategies, mindset shifts, and relationship-driven approaches to growth, giving you practical ideas you can put into action right away.

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using your core values to guide

every decision in your business right

sometimes people said these aspirational core values

like that's how we want

but is that what you really are right

and using them to reward recognize

make people decisions using core values as your

as your North so vision

from the perspective of having a clear vision

where are we going and how we're gonna get there right

everybody wants to know that

traction is executing on that vision

with discipline and accountability

and the third one is healthy

having a healthy you know

cohesive leadership team to execute that vision

with traction

we identify by six key components of a business and uh

the framework

helps you get strong in all the six key components

you can't be strong the data component

if you're not strong on the people component

you can have a great vision if you don't have traction

but we had vision at the top

and traction at the bottom

we often

say that vision without traction is hallucination

because you can have a vision right

very pretty sitting in a binder somewhere

and post it on a wall somewhere

but if you're not executing on that vision every day

every week every month uh

you probably won't be able to achieve your vision

Isabel Porzekanski

brings over 25 years of experience in operations

and human resources

within the luxury hospitality industry

she specializes in attracting

retaining and developing top talent and is certified

by Performance Consultants

International Workplace Coaching

using the grow method

to drive performance and unlock potential

as professional EOS implementer

Isabelle helps

companies achieve their business goals

through proven tools and processes

fluent in English Spanish and Portuguese

she has worked across Europe

North America South America and the Caribbean

consistently

delivering results through impactful people strategies

Isabel welcome

a prospecting on purpose thank you Sarah

happy to be here

I'm so happy to talk to you today because I have been

um obviously my backgrounds in hospitality

but I've been learning more about EOS

so I'm excited to learn from you on both fronts

tell the audience a little bit about your background

sure well

you shared a little bit about it

but um I'm originally from Uruguay

and I come from a family of immigrants

and entrepreneurs

so entrepreneurship has always been in my

in my blood I started in hospitality

I had my own business I had a catering business

and then I had a

very exciting and fulfilling career in hospitality

25 years in operations and human resources

with Four seasons in Mandarin Oriental

Last year I decided to

dedicate myself full time to business coaching

and found EOS I had read traction

we talked about traction a little bit

and um I

I

I'm so passionate about bringing clarity to businesses

using my corporate background with hospitality

from a service perspective

and my HR background to help uh

entrepreneurs and companies achieve their

their vision through people well

and you know

what I really like about your lens of professionalism

is that you're coming from Four Seasons in Mandarin

you know objectively the most

some of the most luxury brands in the world

but I

I think one of the things I'm seeing in my business too

is that there's a lot of lessons from the luxury

hospitality industry

that can be applied across any sector

and it's very obvious

when a company doesn't have that background

or that viewpoint of hospitality

because if you're in business to make money

you need customers

and there's a hospitality element to it

I I think

what's so compelling about you is the people element

like talk a little bit about your background and

and how you landed in HR role

and your people background

so um

I started in operations

and I really think that anybody that's in kind of

support roles like marketing

or finance or HR should have an operational background

if possible

cause you just understand the business better

and you have more credibility right

so early on

I was in operations and then transition to HR

I always felt

I was better suited to make an impact that way

through the people through the employees

the team the colleagues

you know the internal customer

as I call it right

because if you take care of the employees

they'll take care of the customer

so that hospitality lends from the heart of the house

as we call it now the front of the house

the heart of the house yeah

instead of back up house

the heart of the house and heart of the house

heart of the house so uh

very passionate about that and building uh

you know HR is a business partner

there's no doubt about that right

it's not a just a supporter

we have a seat at the table

and our ability to identify opportunities to execute

you know

profitable businesses through people strategies is key

and EOS uses that really

really well for for entrepreneurial businesses

so for me was the perfect match okay

so that's how you made that transition then

so it's so funny because before I met you

Isabel and I are in a cohort together

female founders in hospitality cohort

and before I really met you Isabel

I had heard of some of the buzzwords around EOS

but I didn't really realize

that it was a structured framework

so for folks who are not familiar with EOS

can you give us an introduction to it

sure sure

so I think what we find is

companies deal with very common frustrations

like lack of control or profitability issues

or people frustrations

just this general feeling of like

you're hitting the ceiling and nothing's working

and what we do is we help entrepreneurs

or entrepreneurial businesses

by implementing what you said

it's kind of a complete proven system

simple practical tools

that help entrepreneurial businesses do three things

that we call vision traction and healthy

so

vision from the perspective of having a clear vision

where are we going and how we're gonna get there right

everybody wants to know that

traction is executing on that vision

with discipline and accountability

and the third one is healthy having a healthy

you know

cohesive leadership team to execute that vision

with traction so those three things are what us really

really helps with I find

and we often describe it as a system

for managing human energy right

oh yes

and because it

it really gives you a framework for how we communicate

how we make decisions how we prioritize

how we hold each other accountable

and so EOS when people say what is it

right into benorial operating system

they sometimes thinks it's oh

it's a software is it

to framework

for managing human energy within your business

and achieving your business goals

so in a nutshell you know

real world practical no magic pills

no theory to help entrepreneurs gets what they get

what they want from their businesses

I have framework for managing human energy

I love that and then vision

traction and healthy just

and I don't know if this is appropriate

but does healthy also include the financial side of it

too all of it

all of it absolutely you

so what we do is

we identify by six key components of a business

and uh the framework helps you get strong in all

the six key components

you can't be strong the data component

if you're not strong on the people component

you can have a great vision if you don't have traction

you certainly need processes

and you certainly need a framework to solve issues

so all of that

you know the ultimate goal is to have results

right to get what you want from your business okay

got it and that makes a lot of sense

so you would just mention six components

what are the six components

do they fit inside the like vision

traction healthy or is that break that down for us yeah

so absolutely so the vision is the first key component

right and traction is another component

and we when we have the EOS model

we have vision at the top and traction at the bottom

we often

say that vision without traction is hallucination

because you can have a vision right

very pretty sitting in a binder somewhere

and posted on a wall somewhere

but if you're not executing on that vision every day

every week every month um

you probably won't be able to achieve your vision

a lot of businesses actually fail because of that

they have a great vision but not

they're not the ability to execute with attraction

so vision traction

this you know

the people component kind of my sweet spot right

having the right people in the right seats really

really important then we have the data component

making decisions based on data

measurable tangible facts

a score card

and not managing your business through emotions

or subjective things really

really important then we have the issues component

and I know we'll talk about that a little bit later

so this ability to cycle

just put everything that's in your mind

that needs to be sold or addressed

or discussed within your business

in a bucket that you can address and talk about

with your leadership team

then we have the process component

so vision people

data issues

process and traction those are the six key components

got it

and it makes a lot of sense that vision and traction or

you know the core pillars

I on this show

we talk about a lot about taking action is great

but action without execution

I see a lot of people just spin their wheels

thinking they're doing the right things

but not having results

and that's a big part of what I teach about

from a sales lens of actions great

but if you're not getting dollars out of it

what's the point you know

and so I like that

that's kind of more of a overarching theme to it

um I wanna ask you too

so it's funny

because I had this little realization today

it's almost like in your personal life too

you have these different components

like health and family and friends and exercise

and financial you know

the kind of that we love life and

if one of those is imbalanced in your personal life too

you feel it

and so it is a lot of intentional effort to have that

like well rounded personal life

there's no reason why a business wouldn't be obviously

significantly more complex

because impacting people's personal lives too

I love that you say that because a lot of us

US implementers which

you know were the business coaches that implement EOS

have our own personal VTO

which is our Vision Traction Organizer

which is a two page document where we have

you know eight questions that we basically ask

which is core values core focus

core target where we going

what's our marketing strategy

what's our three year picture

what's your one year plan

what's our quarterly what are quarterly rocks

and what there are the issues that we need to solve

so I have my own personal VTO because it gives me it's

it's funny

because it's almost gives you a sense of freedom to be

to know where you're going and

and to be in control of what you can control

and and there are things that you can control

sometimes we feel like oh my gosh

should we spinning our wheels as you said

but if you just organize yourself and have a clear plan

and a clear vision people like clarity

like teams want to know where we're going

and I I think sometimes visionary types in particular

um think that everybody can read their minds and

and you can't right

you have to be very deliberate as you said

to explain to people how we're gonna get there

what we need to do

who gets to be a part of this journey with us right

what kind of behaviors are accepted and rewarded

um so that we can achieve that vision together

so I think it can be very very inspiring

it can feel like a little bit oh

but you know

it's a it's very corporate or it's very structured

it's actually very liberating to know exactly

where you're going and how you're gonna get there

I think that's great and I think I

I also really appreciate the idea of

having the vision in the target

and then like almost reverse engineering

all the different steps in the people to get there

so let's talk a little bit about I mean

where you would mention the word visionary

which I had heard through different podcasts

I listen to just from kind of my own gut

just instinctiveness

but talk a little bit about the people element

if you don't mind Isabel

cause I think this

is probably something other people have heard

and just didn't realize where it originated from yeah

so let me start with the people component

and we'll end on the visionary

kind of integrate our roles

so the people component has two tools or disciplines

and they are right people um

and in the right seats so we define right people

a lot of businesses like what is right people

who gets to work here a players b players

we define people as people that share your core values

right

so we define your core values as part of your vision

and when they're in the right seat

what that means is we call it GWC

they get it

they want it and they have the capacity to do it hmm

GWC GW I get it wanted capacity

love it so so to to build a great business

you need both

you need right people in the right seats rights

right people show your values right seats

they get it wanted half capacity

so that creates magic

when you have a business where all your employees

are aligned with your values

they behave according to those values and they get it

water enough capacity for their seats

so we when we do seats

we do something called an accountability chart

which is not an organization chart

we talk we don't necessarily use titles

and it's not a hierarchy

we talk about who's accountable for what

to generate that clarity we were talking about earlier

um so when we do an accountability chart

we usually call out

multiple basic functions in the business

but we also call out two different roles

which are the role of divisionary

and the role of the integrator

and they couldn't be more different uh

it's kind of like Ying and Yang right

what happens is very often you have a founder um

that's full of ideas big picture thinker

your visionary trapped in that integrator seat

and they really struggle

because they're not good at driving accountability

and daily discipline no

they're good at big ideas big relationships managing

you know just being the inspire for the organization

so they really need that sidekick right

that integrator type and until

you're not able to separate and clarify those roles

it's gonna be very different

and very difficult for the business to succeed

because the team below them right

when you have an inter visionary

they can drive everybody crazy haha

I can see that

they can because every day they show up is like okay no

let's do that no now let's do the stop doing that

now let's do that and

and it can be very challenging for the team to follow

and confusing

and that's why you need that role of the integrator

to balance that out to bring clarity and execution

and drive daily accountability with the team

so those roles

we really help when we come and implement EOS

to define clarity in those key roles

for the sake of the business

and we put structure first and people second right

because businesses they're like oh

these are the people we want

we have where do we put them

no no

what is the business need in terms of structure

and then we put people in seats that get it wanted

and have the capacity to do the job okay

that makes sense too

it's like reverse engineering the people component also

right I think for you know

I think that those that language

the visionary and integrator

resonated with me when I first heard it

because I definitely and more the visionary type

but then like the processes and all that stuff

I just don't wanna do it

and and it's just not my zone of genius

and for my own personal business

I do feel that I'm about to hit a ceiling

where I may not be able to scale without that role

or without those processes

so it you know

I'm a business of one

it's a little different from an EOS model fully

but I think that it gives a lot of clarity

because you're allowed to not be good at everything

I think that that's what we get

yeah and

but your energy

should be used on the things that you really good at

right right

so when you have to do and if it's just you right

if it's a business of just one

at least

be clear on when you need to be in visionary mode

and when an integrator mode right

so right now need to be an integrator mode

and I need to have clarity communication

focus accountability you know

just that follow through

and then when you're in visionary mode

you are like ideas big picture 30,000 foot right

relationship so when you're ready to to scale and grow

that's the first seat you should fill right

they can so that you can be fully visionary

make sense cool okay

I love that so

let's talk a little bit about

some of the other components

cause I think one of the

when I think about what I know of Bos at this point

it seems like it's a vehicle to keep moving forward

right

it's a vehicle to get get the results get the traction

but it also seems like a nice way to handle problems

and issues and I think that's something that would be

really interesting for this audience

because everyone in their different roles

has different issues that come up

and having a structure for addressing them is very

appealing to me

so let's talk a little bit about the issue side yes

I love that um

and and there's a reason why it's called issues right

it's not necessarily a bad thing

I wanna make that super clear

it's just everything has a place in us

everything has a bucket

that's what makes this system so effective

is that everything belongs in a place

and it all works really well together

so issues

being one of the six key components

are our ability to get really good at solving problems

identifying opportunities

executing on ideas so we have this

this two concepts

or two tools or disciplines under the issues component

the first one is having an issues list

and a lot of my clients is like

oh we only have two or three issues no

I want you to have 10 20 issues right

everything goes in there any ideas

opportunities things we need to share with the team

it all goes on your issues list

it is healthy to have an issues list

we encourage that so that we can then discuss it right

so the second is uh

the second tool or discipline is something we call IDS

is an issue solving track

and we you know

you and I probably have been in tons of meetings

but things are just discussed and discussed

and discussed and nothing is solved

the meeting ends

it was one of my frustrations in the corporate world

actually you know

the meetings before the meetings

and then the meetings after the meetings

and we still have not made a decision

or solved the issue at the call

at the root of the calls right

at the at the source so the first step to IDS identify

discuss and solve so the first

we spend more time identifying

and solving than discussing

identify the issue right

you ask why seven times

we try to get to the root of the issue

and it can be multiple things

it can be a people issue it can be a training issue

it can be a process issue

can be any uh rude cause

but we have to spend time

asking clarifying questions

and really getting to the root of the issue

once we got to the root of the issue

we discuss it

uh not repeating ourselves no politicing right

and then we move to solve

which is identifying a clear action

back to your point of

of action that we're gonna do to solve this issue

you can uh remove an issue from the issues list

and unless we have what's called a to do

which is the action item so we just try

we try

let's try this for seven days see if it works if not

we bring it back to the issues list and we talk about

but the key is that we're driving solutions

all the time time to identify

opportunities to solve this issue at the route

and make sure it doesn't happen again

what's so powerful about that too

Isabel is

I feel like a lot of times

you find a problem or an issue

and then you just go straight to trying to fix it

without understanding what the actual issue is

and I think

you know I don't wanna put a salespin on it

but seem when you're talking to a client

they might have an objection

and you just answer that for subjection

but it's almost never the actual objection

there might be many layers to get to it

so I think just from a good habit standpoint

getting to the root of the real issue and then I

love the idea of trying it for seven days

and then if that doesn't work

tweak a variable try it for seven days

that's so cool yes

I think

what makes for good meetings

are almost like great movies right

a little bit of drama

so we want a bit of passion when we're solving issues

we want to you know

get to that point where we are very passionately

discussing and understanding what the root cause is

and again you can generalize

it can be multiple things

but we do fall into that trap of let's solve it

how do we fix it how do we fix it

how do we fix it and if you're not fixing is

probably you haven't identified the calls right

cause you're trying to just take action

without the execution in the traction piece

uh huh that's right

so then um

once let's say that you identify an issue

and it's a big issue

how do you I mean

something that's really complex that's not

you know how

how does the organization navigate the bigger issues

so I love that

cause that's a great Segway into the traction piece

which has two components and the first one is rocks

so usually so a rock is a

you know Stephen Copy concept

um and we

so they're the big important things right

first things first

these are what must get sold in the next 90 days

critical for the business right

so we live in the US what we call a 90 day world

which is we set rocks every 90 days

so it may be some of these issues

if they are they take longer to solve or to address

they're not a seven day to do

they can become a rock right

something that we need to over a course of 90 days

um work on soul structure

define or results right

so every 90 days we set these rocks

we execute right with discipline and accountability

then after 90 days

we come out for air and we look at our vision

and we say okay

are we still aligned with our vision right

this is gonna get us to our one year plan

three year picture 10 year uh target

um set new rocks

and go back

and execute with discipline and accountability

so this clarity for the team

keep going back to clarity right

that I know exactly what I need to do

for the business to be successful

over the next 90 days

and not changing priorities every day

or having a vision

you show a visionary show up every day and say

stop doing that we're doing that

no no

no no

no we said these are rocks

three to seven rocks right

because when everything's important

nothing's important

we wanna have just three to seven key priorities

things that must get done this quarter to drive results

so to your point of issues

when we have a big issue we can turn it into a rock um

and then you can develop you know

little steps or milestones to help you achieve that

that rock and you might need other people

but somebody owns that rock

this is another way in which

us really drives accountability

everything has an owner

which is great and you know

it's so funny Isabelle because in my training

we talked about the big rocks too

and from Stephen Cubby

and then when I was reading traction

I was like oh my gosh

this is like you know

it's a lot of the same stuff

it's just applied different

so the way that I teach my students or my um

clients to focus on hitting their sales targets

is almost the same thing it's like

what are the big like projects

or clients were gonna get you to your sales goal

and then what are you doing every 90

every quarter

to nurture that relationship and move that

move that rock forward

because it's very easy to procrastinate

I think that that's just a general

there's so many things on our to do list

it's really hard you know

to not get distracted by the next shiny thing

or great idea and

having this structure has really helped me

over the years I didn't really realize

it was the origin of where it came from until recently

but it's helped me execute and hold myself accountable

because a lot of what we're all doing

and no matter what we do

we have to be self starters cause if we procrastinate

all of a sudden July and everyone's on vacation

and we can't get a hold of anyone

and we're off our Mark

so I love that there's structure to that

and accountability I think that's super powerful

and it makes sense why this works

yes it does

and but the thing is

you can't just look at it every 90 days right

and that's the second component of traction is like

you have to look at it every week

and we talked about it our our L10 meeting

our level 10 meeting it's because when we

are speaking with possible prospective clients

we ask them to rate from one to 10

how effective their meetings are

and be here like a three or four frustrations

which we never solve anything

they're waste of time

they're meetings that could have been emails

so what we do with this format of meeting

it brings your meetings to attend

this formula for this 90 minute meeting

forces you and gives you a structure

to look at your rocks every week

right to look at your scorecard every week

and to spend 60 minutes out of 90 minutes

solving issues that's what makes for great meetings

so you have to look at it every week

are we making progress

every week towards our 19 day rocks

we can't just you know wake up on day 89 and say

oh we didn't complete the rock

we want to make sure that we are

every week making progress

so that really drives traction as well

well and that's a great

um great introduction to your role to Isabel

so what is the role of an EOS facilitator

like how how do you get business

and then how

like what happens after the client on board you as

as their as their facilitator right

so we are called us implementers um

because we help we're expert on the tools right

you are an expert on your business

we are not business consultants

we are business coaches

because our goal is to build independence

we want you to declare

a journey with our client is about two years

uh because after that

we want them to just becomes common language

we want them to be applying EOS within the team

every new employee that joins learns this language

right it becomes part of their daily habits

so there's over 800 implementers right

there's 25,000 companies running on EOS

wow with an implementer

um so that gives you an idea right

US has been around for over 16 years and uh

and there's

actually over 300,000 companies using the tools

25,000 using a US implementer

like myself and my fellow 800 implementers

so we have three roles I love that question

because we are a teacher of the tools facilitator

um of the wisdom in the room

the answers as coaches we come from the team

and the last one is is to be a coach

you know sometimes it's hard

when you're inside the jar to read the label right

so you have this external

view that can sometimes give you a perspective

so teacher facilitator and coach

that's what we do well

I wonder if it also I mean

I definitely understand why

you would need a facilitator through this

because you're using a lot of language

and tools that you're mentioning

and it seems incredibly helpful

but keeping organized I

I definitely understand like

why being a teacher of the tools

and facilitator of the wisdom

I love that um

the coaching piece too I think that

you almost serve as an external accountability

to keep people on track to

just another

way to stay organized and on track with your goals

we actually want the team to be accountable

for each other hmm

makes sense because we you know

the launch process

we typically meet with a client 5 times a year

we're not trying to build dependency here

we're trying to have the team work together

to hold each other accountable

and what the system does

it makes everything transparent like you can't hide

yeah

there's nowhere to hide

because the numbers are very clear

the roles are very clear

the accountability becomes very obvious

and when

you don't have the right person in the right seat

it becomes very very apparent

sometimes what happens when

we start working with a leadership team

because we only work with the leadership team

is that the team that starts

is different that the team that ends

because throughout that process

people that are not aligned or they are not executing

the system really helps you become very clear on that

um so we want the team to be accountable for themselves

we so we don't necessarily drive accountability

we teach them the tools that drive accountability

does that make sense totally yes

that makes a lot of sense

and I think that from a best practice

stand by I love the two year metric

I'm really curious so now that I have EOS on my radar

it's almost like when you are looking at buying a car

and then you see the same car out on the road

now that I know about it

I keep running into companies that run on EOS

so would you be able to share some like

common companies that people might know

that are operating on EOS

sure

so our typical clients are entrepreneurial businesses

10 to 250 employees that want to get better

get healthier right

um that have a growth mindset

that are more comfortable with change

than with the status quo so

you know one of the things we say is

you don't wait for EOS to get you ready

no like we can come in at any point and you have

you don't have to wait for the

perfect time to bring you

as we come in

and we help you get ready for whatever it is

you're trying to to achieve

so to your point

we want to help you whatever your goal is

is it to grow the business

to improve the business to sell the business

whatever in terms of a vision to do that um

so our clients vary out of my clients you know

a few are hospitality cause that's my background

but I have a pharmaceutical company in Central America

for example that nothing to do with hospitality

because the system works

it's agnostic industry agnostic

the

the common challenges that every business is faces is

they're the same

so it helps even in big

we have some big corporate clients actually

that implement EOS in some area of their businesses

and some of their units of their businesses

so the framework

yeah there's

maybe a business unit within a larger organization

I think I saw I did this might be fake news guys

so don't take my word for

but I think

I saw that the Heathrow airport operates on EOS no

I I

I I share that on LinkedIn because I was

as I was waiting for my luggage

I saw they had what

it's a score card like these are okay

I know I know my question was

is he throw operating on EOS

because it felt like it was because you have wait

they had a very clear score card

and they were showing

every passenger that goes through Heathrow Airport

how they were doing on their metrics

I love the transparency

I love to see what their goals are

and how did they do last semester

I mean it was fantastic

it was in red or in green

I'm like they must be running on yours

oh my gosh that's so funny okay

well Isabel and I are connected on LinkedIn

so connect with us if you haven't yet

um let me ask you to Isabel

what is one

thing that you wish every business owner would know

even if they don't adopt EOS

like where's an area where you see people get stuck

so I think

not

having the right structure for your business is key

um and as I said

we believe in structure first

people second so

defining what you need for the business

between now and looking forward

12 to 18 months to achieve your business goal

so structure first people second

um and I would say

you know

the right people in the right seats is everything right

I'm coming from the HR hospitality background

people are what makes your business successful or not

and having a clear framework

to define what right people

who right people you know

what is the concept of a right person

by using your core values

and then the get one you know

get in one in capacity is so helpful

so helpful so I would say structure

right people in the right seats is is everything

and then clarity you have to be clear

people want clarity we often talk me now

you have five generations into workforce today right

different generations process information differently

so when you think about every generation

they wanna know where they're going

they want purpose they wanna know what's in it for them

they want to know what their efforts are towards

so visionaries sometimes think that

it's obvious for everybody

but no

you have to create organizational clarity for the team

and clarity will help create buy

and from everyone to understand what like

why are we doing this

I heard the other day

I think you would like it was clarity is kind

clear is kind that's a Brene Brown

yes yes

which is being clear as being kind

I believe in that you know

from the HR perspective as well

and using

your core values to guide

every decision in your business right

sometimes people said these aspirational core values

like that's how we want

but is that what you really are right

and using them to reward recognize

make people decisions

using core values as your as your North right

that's your

what guides every decision you make as a business

so it's extremely you know

I would say it's simple but it's not easy yes

you know what's so funny as about

cause in my in my sales workshops

we start with our personal core values

because if you're trying to

connect with a client quickly

if you're clear on your core values

it's totally a tool for decision making

like I love that use the North Star language

because it just helps

are these actions in alignment with my values

but um I also think that it really helps

connect with the other person

even if you have nothing in common from age

background role you know

you can find these connection points

if you understand your values

and I think it's something that we don't as a as a

you know humanity doesn't

doesn't always spend a lot of time sitting down

and thinking about what their values actually are

and I think that it's so powerful

and you couldn't and

now that I've been facilitating in person workshops

from from a sales lens

you can just see these light bulbs clicking

and it's really cool and I

I did a I did an in person workshop last week

and we had everyone talk about their values

I threw it up on a whiteboard

we talked a little bit about

the difference between values

and principles cause those are different

and then I put the organizational principles

up on the screen

and we married the values to the principles

and you could just feel an energy shift in the room

it was so powerful

everyone there felt that they were in the rights bought

and they were so energetic

it was so cool for me to see too

and so I think that it's cool to

see how this comes into different areas of the business

too this is something where

you know obviously

Isabel's available

and I'll make sure that we ask where we can find you

but reading the books was really powerful

even if your organization doesn't do EOS

having some of this knowledge and skills is really

I think gonna be a shift for everyone listening

I agree and I to your point of core values

I wanna say something that's

I think sometimes people we just discover them

they're there

they're they're there

it's what built the great company that you have right

so it's just discovering them

we don't pull them out of thin air

we discover them and so it's a very

it's a very um

powerful exercise as you said

when we discover core values

and it's like that light bulb goes out

and then you use them all the time activate

and it's I you know

as well I'd love your take on this too

cause I think there's different values

for the different buckets of life

like we were talking about at the top of the interview

like the way you show up as a parent

might have some different values in how you show up

at work and so

you're allowed to kind of have different

buckets of values too

based on where your life is or where

what area of life you're focusing on yes

yes

I think it's really good to aim for integration right

like to be really true to who you are

like if you're building a company or you're

you know

raising a family or it's from your own perspective

it's really good to be aligned with what you are

and who you are and what you do and how you behave um

you know you can't fake it

some sometimes people are very unhappy

because they're working with a company that they're

not aligned with their values

and I always

that's always been my advice to my kids right

that are now in colleges

find a company that is aligned with your values

above anything so um

trying to find that right match right

that right partnership is really important

well I love this so much too as well

cause I feel like

you just tied a bow on our whole conversation of

this authenticity piece and I love your

your integration language that was great

like knowing who you are

is gonna make everything else easier

and I think

I think I was just use this big buzz word and you know

the the top leaders don't always wanna hear it

but then when you apply it to a lens like EOS

and you see all these successful companies using it

and seeing the you know

the dollars behind it I hate to say it that way

but that really I think

helps the authenticity case

because I

don't think people can always tie those dots together

so I really appreciate you saying that first

so before I ask

where people can find you and connect with you

is there anything that I didn't ask

that you wanna make sure we cover

I think we covered everything

I want to make sure our goal is to

is to help

people run better businesses and live better lives

right because sometimes people

are afraid of starting a business because it is 24 7

right but there are better ways of doing this

our our goal is

to have a company running without all that friction

so holes are free on Us worldwide

com

you can get match with an implementer on Us worldwide

com right

as I said there's 800 of us all over the world

um very passionate

these are people that

are incredibly passionate about what they do um

I'm more of an integrator type

you're a visionary type I'm more of an integrator type

so I know exactly that

I can bring that structure when I facilitate this

but a lot of our implementers are more visionary types

so he's a little different brings their own background

their own experience

so finding the right match for you

throughout this journey is um

is also very powerful but um yes

I think we covered a lot and and I

I what I love about what you're doing in terms of

perspective and on purpose is this

you know being deliberate

the the word purpose right

life is short

if you have the privilege of having a business

and employing people right

that is such a privilege building a company

having a great legacy that is such a privilege

so to do it right by choice is very powerful

yes thank you for hitting on that

because intention is one of my core values actually

but also um

we wanna be able to give people structure

because there's a lot of noise out in the world

so I really appreciate you sharing that

EOS Worldwide com

I'll link it in the show notes

where can people find you

and reach out to you and connect with you

so there's find that implementer

you can look for me under Isabelle Borseykanski

we all have our micro sites with our own stories

they can connect with me on online 10 always

um and yes

some available for any questions

our goal is just to to help people and you know

as you said

just get more clarity amongst all the noise we have

yeah well

I have um

had the privilege of knowing Isabelle for what

like 4 months 5 months now over and um

she's definitely a connector of people

I love your hospitality background too

because I think it translates so nicely

into so many other areas

and goal of this show is to really help people

just have more of a business umbrella

too so they can pull what works for them

so I will link all of Isabel's um

links in our show notes and Isabel

thank you so much for coming on the show

and sharing the EOS structure with us

the human managing human energy

you got it thank you Sarah

for having me always a pleasure