The Fourth (issue) is with you

It's against Camacho core values to let a Star Wars pun opportunity pass us by. #sorrynotsorry

Appalachia Hurricane Relief

We are gutted to see the images coming out of Western North Carolina. We have clients, friends, and family ties to the region and our hearts are heavy in the wake of this tragedy. Here are two nonprofits that we are donating to, vetted by friends.

Welcome - BeLoved Asheville

Beloved Asheville is the best support system we have to help those in need Asheville, North Carolina and surrounding areas.

BeLoved Ashevillewncsmb

Home - CHC Madison County NC

Bridging people and resources, one home and one neighbor at a time.

CHC Madison County NC

Lock in your 2025 session dates!

In the next few weeks, I'm going to be hauling out my special scheduling spreadsheet, buying a new giant 2025 wall calendar, and graphing out where everyone's sessions land. It's a total nerd fest and I love it.

I implore you to respond quickly to the email I'll be sending out with suggested session dates. Especially if you are planning to deviate from your current quarterly rhythm, or if you require very specific dates.

If you've already planned out your 2025 session dates and want to just send those over to me ASAP, I can almost certainly accommodate them as of now, but hurry!

A Word from Leslie: EOS Year 2's Biggest Issue

On my very first day with clients (Focus Day) I take about 5 minutes to do a little pop quiz on the Accountability Chart to bring into focus (pun intended) the importance of the default structure of all businesses. What I’ve learned, 2.5 years into being an EOS implementer, is just how helpful (empowering, even) it is to revisit this little 5 minute pop quiz in the second year of my clients’ EOS journey. 

(Before I go on, I want to give props to my EOS Implementer brother Greg Weitzman who reminded me of this at our last training together. Greg and I have been on the Implementer journey together since day one. Appreciate you Greg!)

Okay, onward! Here is the setup for the pop quiz.

Every business has three functions, by default. They are:

1. Sales & Marketing
2. Operations (many of my agency clients call this delivery)
3. Finance

You can’t grow past your weakest function. 

Here is the hard lesson if you are on year 2 or more on your EOS journey: There is a person in charge of that weakest function, and that person is the reason you aren’t growing.

That person may have been with you for 10 years or more. This person could be family. They could be a partner or a co-founder. They may even have been responsible for getting your business to the great place it is now.

Maybe that person is you.

(No, really.)

Regardless of the circumstances, relationships, or past gains, you’ve hit the ceiling, and that person (operating in that function) is why. 

It can take a year or more to see this clearly, because the leadership team and your whole company go through so much growth and change. It just may not be obvious. Or maybe it was obvious from day one but the other areas of growth enabled us to put it off for a year.

But that ceiling was inevitable, and it has to be addressed.

There are a number of ways to deal with this but only one first step: You must face it head on and “enter the danger.” 

Your mindset is the most important aspect. The posture isn't "I've got to fire this person." The mindset is "the status quo must change." It could be the person needs to go for the greater good, but don't predetermine that (unless its obvious to you).

An open, honest, and vulnerable conversation between you and this person must happen. You must get on the same page about what’s best for the greater good of the company and the team.

Here are a few things to help with that conversation. If you want direct, more specific help, please respond to this email, I’m happy to help coach you through this, no charge.

1. Love First! Remember that you care about each other and you want to help each other and everyone else at your company. This is likely going to be a personal conversation in a professional context but your mutual years-long respect and compassion will help get you through it.
2. Consider the cost of not making this decision. Are you hindering this person’s career? If your company can’t grow, they can’t grow either. What does that mean for the rest of your leadership team? For all your employees?
3. What is your deepest “Why” – the reason you started this company in the first place? How is avoiding this conversation and decision affecting your Why? Can you still be on mission with the status quo?
4. Consider working with a therapist, coach, or 3rd party to help with this conversation, especially if they are family or a long-time, complex friendship.
5. Be open to surprise and abundance. Once you speak with the person you may be surprised. They are probably feeling it as much as you are. Maybe they want to leave and haven’t been able to tell. Maybe they want a different seat. Maybe they want extra help and haven’t known how to ask. The first commitment is to facing this issue head on. It’s important you set great expectations. It’s also important to come in open and flexible, at least to a point.

EOS gives us the framework for having these difficult conversations, and the tools to show where they are needed in the first place. This shit is hard, but it’s worth it. Everyone – and every business – is better off when people are thriving and flowing in their optimal role.

October got us like...

Okay, time for anyone who made it this far to get up, stretch, and get a drink of water. Make sure you slow down and rest this week, too! Your world needs you healthy and whole. 💜