EOS for a Better Business, Better Life
Aug 17, 2026 · 47 min · 10 segments
In this episode of Better Business, Better Life, Debra Chantry-Taylor is joined by an experienced EOS Implementer® to explore how to go from losing money to 20%+ Profit with EOS®. The conversation…
Mirko RoettgersGuest
Deborah Chantry TaylorHostSo in terms of the business that was using EOS, what do you think was the thing that really made the difference in that business? Was there a particular tool? Was it, you know, what sort of really changed the business?

a very strong and disciplined scorecard and I used the scorecard prior when I used that Matic partners as a supplier.

Just being able to see the business, understand how it's going and being able to hold people accountable, direct people of where to put emphasis on.

So that was a big tool for me to keep control on the things that are not working to make sure they are working.

And I hate to say, but I think we had a turnover over the years of almost 80% from when we started to where we finished off or before we

that was just making sure that you really have an understanding of what it means to have the right people.

I mean, I only go through this, you know, it doesn't happen all the time, but if I would look back, I know how to get it right these days.
Okay, and it's interesting because I think you probably see this with your clients as well as when we start to first implement EOS, there is a lot of turnover and it feels really unsettling because it's like, oh my goodness, but we're losing all these people, this knowledge, but nobody ever says, I wish we'd kept them around for longer.

No, and hindsight, you know, these days I would say as a tip out, if you feel there's a cup coming just cut fast it's better for both in the end and I have hesitated myself a lot because you always hit this emotional factor of how am I going to deter that person that it doesn't work and there is a constraint it's a barrier that that doesn't happen automatically but you get good at it after a while
But I think what's really important, and certainly I've seen this, is if you're not happy with the person in the organization, there's a really, really good chance that they're not happy either, which means that sometimes it's actually a bit of a relief for both them and you.
When you have the conversation, you realize they're better off going somewhere where they can be happy and do what they love with people they love.

Because no one wants to go into a job or come to work when they know they are struggling to meet expectations.
So in terms of the business that was using EOS, what do you think was the thing that really made the difference in that business? Was there a particular tool? Was it, you know, what sort of really changed the business?

a very strong and disciplined scorecard and I used the scorecard prior when I used that Matic partners as a supplier.

Just being able to see the business, understand how it's going and being able to hold people accountable, direct people of where to put emphasis on.

So that was a big tool for me to keep control on the things that are not working to make sure they are working.

And I hate to say, but I think we had a turnover over the years of almost 80% from when we started to where we finished off or before we

that was just making sure that you really have an understanding of what it means to have the right people.

I mean, I only go through this, you know, it doesn't happen all the time, but if I would look back, I know how to get it right these days.
Okay, and it's interesting because I think you probably see this with your clients as well as when we start to first implement EOS, there is a lot of turnover and it feels really unsettling because it's like, oh my goodness, but we're losing all these people, this knowledge, but nobody ever says, I wish we'd kept them around for longer.

No, and hindsight, you know, these days I would say as a tip out, if you feel there's a cup coming just cut fast it's better for both in the end and I have hesitated myself a lot because you always hit this emotional factor of how am I going to deter that person that it doesn't work and there is a constraint it's a barrier that that doesn't happen automatically but you get good at it after a while
But I think what's really important, and certainly I've seen this, is if you're not happy with the person in the organization, there's a really, really good chance that they're not happy either, which means that sometimes it's actually a bit of a relief for both them and you.
When you have the conversation, you realize they're better off going somewhere where they can be happy and do what they love with people they love.

Because no one wants to go into a job or come to work when they know they are struggling to meet expectations.
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