Summary
Lliam:
Good afternoon, everyone. I’m Lliam Holmes, CEO of MIS Solutions. Today, I’m joined by Sandra Reid, Manager of Data Systems and Analytics at Snellings Walters, and Steve Willy, COO and Co-founder of Bobby Jones Links. Both organizations use the Entrepreneurial Operating System (EOS), a simple set of tools and concepts designed to help companies achieve their goals.
Just a quick note—MIS Solutions doesn’t sell EOS-related products or services. We’re simply users who want to share insights that might help other companies grow and succeed.
Steve, let’s start with your EOS journey.
Steve Willy:
We learned about EOS from one of our partners and started with the Organizational Checkup—a 20-question assessment. We scored around 35 or 40, which made it clear we needed help. That led us to hire an EOS implementer, and the process has been incredibly helpful.
Lliam:
Sandra, how did Snellings Walters get started with EOS?
Sandra Reid:
When I joined, the agency was going through changes—opening up ownership beyond the founding family. One partner had read Traction, and soon everyone was on board. Like Steve, we took the Organizational Checkup and realized we had room for improvement. EOS gave us a structure to move forward with intention.
Lliam:
That initial checkup seems to be a common starting point. What impact has EOS had on alignment and goal achievement?
Steve Willy:
The framework helped us set, measure, and track goals. It gave us a system—from weekly to annual meetings—and replaced more complex systems we had tried in the past. EOS just made sense to us.
Sandra Reid:
EOS made us reflect on our “why.” We defined our purpose: “We lead to inspire confidence so that your potential is unleashed.” That mission drives everything. The EOS structure helped us cascade that purpose throughout the agency and grow successfully.
Lliam:
Same for MIS—EOS helped us find common language and structure, allowing ideas to be captured and executed in a unified way. What EOS tools have been most impactful for you?
Sandra Reid:
The Five-by-Five quarterly conversations have been transformative. They replaced annual reviews with structured, intentional conversations. The People Analyzer helped us evaluate cultural alignment using our core values. That’s made hiring and team assessments much easier.
Lliam:
Can you briefly explain those tools for those unfamiliar?
Sandra Reid:
The Five-by-Five is a 15-minute quarterly check-in: five minutes on personal accomplishments, five on what the company could improve, and a core values rating. The People Analyzer scores team members on how well they embody core values, using a +, ±, or – system.
Lliam:
Love that. It brings core values to life, instead of just being words on a wall.
Sandra Reid:
Exactly. New hires often tell us we’re exactly the company we said we’d be during interviews. That alignment is something we’re really proud of.
Lliam:
Steve, what tools have made the biggest impact for you?
Steve Willy:
The Level 10 (L10) weekly meetings have been game-changers. Some people question the 90-minute format, but they save time in the long run. We also focus on “rocks”—90-day goals aligned with annual goals. It’s helped us stay focused and accountable.
Lliam:
We had a similar experience—L10 meetings helped unify our departments under the same structure and language. What cultural impacts have you seen from implementing EOS?
Sandra Reid:
It wasn’t easy at first. People had to get used to more transparency and accountability. But EOS helped us build the culture we wanted. Over time, our people became more aligned and engaged.
Steve Willy:
Same here. EOS brought our values to life. Implementing it across our many golf clubs has been more challenging, but it depends on the strength of each club’s leadership. EOS One (the software) helps us track engagement and meeting results across locations.
Lliam:
It’s not about perfection, but about having a shared framework. And once that becomes part of your culture, it’s easier to identify who fits and who doesn’t.
What advice would you give to a company just starting with or considering EOS?
Sandra Reid:
Start with leadership. Read Traction, define your “why,” and commit. Begin with L10 meetings and allow buy-in to build. The process cascades from there. If the top is committed, everyone else will follow.
Lliam:
That was true for us. Once people saw progress and that their ideas mattered, the buy-in happened naturally.
Steve Willy:
The Organizational Checkup is a great place to start. It highlights areas that need work. Also, What the Heck is EOS? is a great intro if Traction feels too dense. EOS also builds accountability—when you’re reporting to peers, you don’t want to let them down.
Lliam:
Exactly. That visibility and structure helped us build a culture of accountability. One final question—do you see value in working with other EOS-run companies?
Steve Willy:
Absolutely. We work with our benefits broker and MIS Solutions—both EOS companies. It’s helpful to speak the same language.
Sandra Reid:
Yes! We’ve introduced several other companies to EOS. Working with MIS was great because we did shared L10s during onboarding. Speaking the same language made the partnership smoother and more effective.
Lliam:
Thank you both so much. Your insights are incredibly helpful, and I know our audience will benefit from hearing your EOS experiences.
Share:
