Most companies end up structured in a way that is very unintentional. Recently I told a new client that many companies end up with an organizational structure that looks much more like a platypus than the stallion your company needs. They got a chuckle out of this. I soon learned that the nervous laughter was because they had created a very haphazard, platypus-like structure and they knew they had work to do.

As a young boy in the 1970s, I was excited to receive my first set of “Grow Monsters.” Cheap toys made from a super-absorbent polymer, these small, shapeless specks would expand by up to 500% of their original size when placed in water. Fullgrown, they were supposed to resemble dinosaurs and other fearsome creatures, with the process designed to delight and amaze naïve young lads like me.

In my conversations with business owners and business coaches alike, I often get asked, "What is an EOS® Implementer?"

People tend to lump coaches, consultants and EOS Implementers into one big category of professionals who help businesses, business leaders, and leadership teams. However, there are some important differences.

Whether you're a visionary business leader looking for the right kind of help, or someone wanting to help companies and leaders gain greater traction, here's a look at who EOS Implementers are and what makes them tick.

This is part 2 of a two-part series. Read part 1 of the series.

Performance management is an ongoing challenge in most organizations. Managers spend hours huddled over spreadsheets, analyzing employee performance metrics, looking for ways to improve performance and boost production. When mistakes happen – and they do happen – the bulk of the blame is often shoved off onto the employee.

What leaders often fail to acknowledge is their role in the errors. Here are two ways leadership can develop employees for greater performance.

This is part 1 of a two-part series.

Performance management is an ongoing challenge in most organizations. Managers spend hours huddled over spreadsheets, analyzing employee performance metrics, looking for ways to improve performance and boost production. When mistakes happen – and they do happen – the bulk of the blame is often shoved off onto the employee.

What leaders often fail to acknowledge is their role in the errors. This lack of leadership accountability can cause problematic issues to continue repeating. This, in turn, causes a decrease in employee morale as frustration and devaluation increase.