Rolling out EOS beyond the Leadership Team is about building simple, consistent habits, not launching everything at once. I've done it across hundreds of employees at dozens of sites, and it's always messy at first. What works is consistency, champions, and multiple ways to learn.

Expect resistance. Most teams are stuck firefighting instead of "climbing the tree" to find lasting fixes, departments operate in silos, and turnover never stops. EOS and Strety give you the structure to tackle this deliberately.

The Simple Approach: Leadership uses Strety visibly first. Champions carry it into their teams. Tools roll out gradually, one habit at a time.

Add each item as a To-do in your Rollout Project and assign an owner. Knock out Week 1 first, then keep building.

Pre-Rollout

☐ Create a Rollout Project and invite champions from each team
☐ Share key resources with Leadership & champions

☐ Leadership & Champions have attended Webinar or tailored training on Strety

☐ Confirm Company V/TO & Accountability Chart are finalized & published

☐ Set up or enable any integrations (e.g. Microsoft, Hubspot, PSA platforms)

Week 1

☐ Invite all users to Strety and share the Help Center link

☐ Register all new users for Strety's New User Training Webinar
☐ Post your rollout kickoff announcement in Messages
☐ Upload EOS training materials to Docs and assign them by seat

☐ Schedule recurring group training sessions on EOS and Strety, and share the dates org-wide

First 30 days
☐ Set up a recurring Check-in with EOS and Strety adoption questions
☐ Set start dates for each team's L10, shadow first few occurrences and give feedback.

☐ Build industry specific training materials using an AI tool (In Strety or another tool)

☐ Give the first Core Value Shout-out
☐ Send a baseline engagement Survey to the whole organization
☐ Connect Strety's MCP to your AI tool

First quarter
☐ Pull your first adoption Report and flag teams that need support
☐ Create an all-hands Team Space for the Quarterly State of the Company
☐ Add a People Analyzer review to your next quarterly planning agenda

Watch: Turn this checklist into a Strety Rollout Project in minutes with the MCP:

The results compound. Our employee retention rose from the high 50s to the low 90s in about 18 months. Efficiency and profitability are lagging indicators of daily EOS habits.

So just start. It may take a couple of years to fully click, but the payoff is real.

The checklist tells you what to do. The sections below show how. For every tool, you'll find practical guidance plus a "Here's What Worked For Me" look at how I used it in our own rollout.

Create a Strety Project to organize and track the rollout.

Use it to:

Here's What Worked For Me:
Using Projects was a key tool in my rollout. It allowed for a space that leadership & key champions could collaborate, track implementation progress, and maintain execution on strategies and plans. All with the ability to send or share data from the Project to Team Spaces and L10s.
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Identify champions organically instead of appointing them top-down. Look for the person who’s already solving problems, the one others go to for help, not whoever leadership wants in the role. This was a gotcha we weren’t prepared for, but we adapted quickly: the difference in adoption between a natural champion and an appointed one was glaring. We wouldn’t have gotten where we were going if we hadn’t empowered the people who were made for this.

Use Strety's reporting to understand how teams are adopting both EOS and the platform.

Reporting can help leadership ask questions such as:

The goal is not to police usage. Reports should help leadership identify where habits are taking hold and where a team may need more support.

Here's What Worked For Me:

Track everything. Don't rely on gut feelings. Take action based on facts, not opinions.

For each team’s first 3–6 months, we ran a gap analysis on meeting duration, Scorecard quality, Rock completion, and IDS effectiveness, using 80% tool adoption as our “good” threshold. It showed us which teams needed more context on the “why” and which needed tool-specific training.

One thing I noticed once we had reporting in place: We were able to coach our teams into creating better Rocks. When your team is fully utilizing Rocks (adding milestones and descriptions, and linking them to annual goals), ambiguity drops fast. You end up with fewer duct-tape fixes and more lasting solutions. Reporting helped shine a light on Rocks that were vague before they became missed goals. Rocks are meant to be the most important things for the business. If our Rocks were strong and aligned, we knew we were closer to all rowing in the same direction.

Use Docs to store, organize, and assign all of your company and team-specific internal documentation, so SOPs, policies, processes, onboarding materials, etc can be in one place instead of scattered across shared drives.

Docs can be assigned to anyone in your organization, with reading assignments tracked automatically. Once a Doc is published, you can assign it to:

Use Docs to:

During rollout, Docs are a natural home for anything a champion or new team needs to reference repeatedly, like training walkthroughs, FAQs, or a written version of the "why" behind EOS. Docs let you reinforce key messages without re-explaining them live every time.

Here's What Worked For Me:

I used Docs heavily. We housed all of our EOS learning materials, company history, and industry-specific documentation at the Company level.

We built department specific “menus” (with the help of AI and Strety's native AI Suggestions tool) so that teams could get ideas about what Rocks & Scorecards made sense for their specific roles. Team-specific SOPs lived in each Team Space, and employee management documentation lived in the Person Space.

All Docs remained scoped with permissions, but accessible from one source of truth: Strety.

Use Check-ins to build the habit of regularly engaging with Strety.

Check-ins can include EOS-centered or Strety adoption questions such as:

They can also support communication and culture:

Keep Check-ins short and useful. Employees should see leaders and managers reading responses and acting on them, and Check-ins should become a real way to connect with teammates.

Here's What Worked For Me:

This was a fantastic way for leadership to pulse our organization on EOS & Strety understanding, so we could implement additional training. We also found that it naturally built team health, as the organization as a whole felt more connected and less siloed.

We had everyone read an EOS book.

We used Check-ins to provide a space where employees could share their insights, what they’d learned in their reading each week/month, and a place where they could ask their peers for further understanding. This helped us find easy ways to act on feedback, and implement further training/clarification for our teams.

Use Shout-outs to reinforce the organization's Core Values as EOS expands across the company.

Encourage leaders and employees to:

If the organization hires, recognizes, coaches, and makes difficult people decisions based on its Core Values, those values need to remain visible. Shout-outs help turn them from words on the V/TO into observable behaviors.

Here's What Worked For Me:

This was a key differentiator for us. Suddenly, instead of just saying how important our Core Values were, we could show it. Shout-outs also flowed into our employee management tools as well, so we could truly hire, recognize, coach and fire by our values.

Use Messages to give teams a place for announcements, updates, and asynchronous discussion, right where they're already running EOS instead of scattered across email or chat.

Messages can be created at the Company, Team, Project, or Personal level. Think of them as Headlines with more room to talk something through: longer-form, but still contained and searchable within the right context instead of buried in an inbox.

Use Messages to:

During rollout, Messages fill the gaps between meetings: a team or lead can post a quick update, ask a question, or flag something between L10s, and it stays in context instead of getting lost. Plus, it can always be pulled into an L10, if needed.

Here's What Worked For Me:

Moving official updates or brainstorms into Strety made it so much easier to send each topic to its right home. Whether something needed to go to an L10 or added context to a future Project or Rock, having it all in one platform meant fewer steps and less lost information.

Use Surveys to gather honest feedback as EOS and Strety expand across the organization.

Download the free question guide from the EOS Rollout Book site here.

Surveys can help leadership understand:

Surveys can also provide a useful baseline and help leadership see how employee sentiment changes over time. Keep them focused and intentional, communicate why the feedback is being collected, and follow up with what leadership learned or plans to address.

Here's What Worked For Me:

I made engagement surveys a quarterly habit, running alongside our Quarterly State of the Company meeting. Having a running view of employee sentiment and engagement scores, from the front line all the way through leadership, turned out to be one of the features I leaned on most. It gave us an early warning system, so we weren't finding out about a problem after someone had already quit or disaster had struck.

It also became a way to catch resistance early. We saw people go back to "business as usual," and say, "why change what isn't broken?" Regular pulses helped us see where implementation issues were lying. It was typically one of three things:

The goal is not simply to collect responses. Surveys should give employees a voice in the rollout and help leadership make informed adjustments as adoption grows.

Create a dedicated all-hands Team Space in Strety to serve as a central place for organization-level communication and visibility.

Use a custom quarterly agenda to hold the State of the Company meeting directly in Strety. Here are some ideas from our agenda:

Before the meeting, share updates, supporting documents, decisions, and Headlines in the All-Hands Team Space, and add any To-dos that come out of it afterward. This gives employees a consistent place to find information instead of relying on scattered emails or one-time presentations.

The Team Space can also help employees see how company priorities connect to team and individual work. Over time, it becomes a visible record of where the organization is going, what leadership is focused on, and how the company is progressing.

Here's What Worked For Me:

This was a huge unlock. Before Strety, we used one-off presentations. The meeting was fantastic….during the meeting. Then the information was never looked at again, or it quietly fell off everyone's radar. Pulling it all into Strety, where we already lived day-to-day, made it easy to share information, avoid duplicate work, and keep everything visible.

Download the free guide to Quarterly State of the Company Meetings from the EOS Rollout Book site here.

Once EOS and Strety have been rolled out, employees understand the vision, teams are running effective Level 10 Meetings, and the Accountability Chart is clear, the People Analyzer becomes the final (and ongoing) piece of the rollout.

Use the People Analyzer to consistently evaluate whether you have the Right People in the Right Seats.

It helps leaders consider:

The People Analyzer should not be treated as a one-time rollout exercise. Revisit it regularly during quarterly and annual planning, leadership discussions, and other appropriate people-review rhythms.

By this point, the organization has clarified where it is going, how teams operate, and who owns what. The People Analyzer helps leadership ensure the people in each seat are aligned with that vision and able to move it forward. It brings the EOS rollout full circle and keeps the organization intentional about its people as it grows.

Here's What Worked For Me:

When rolling out EOS and Strety to our entire organization, we had to learn to elevate true leaders, not just high performers. We realized some people had been promoted for their execution skills but weren’t leaders who could hold the bigger picture for their team. This tied directly to the People Analyzer (GWC plus Core Values), especially for leaders, who should all own LMA (Leadership, Management, Accountability).

Team health was a prerequisite: if the team wasn't healthy, the EOS tools didn't matter. We’d never see success if we didn’t pause and work on trust first. But to work on trust, we first had to make sure we were team building with the right people, all sitting in the right seats.

Introduce Strety's MCP as a way for employees to connect EOS work with the rest of their day.

Employees can use it to:

This can help Strety feel less like another system employees must remember to visit and more like part of how they already work.

Here's What Worked For Me:

Using AI to help employees find a jumping off point for their accountable items was such a win for us. Employees could ask their AI tool how to build a meaningful Rock for their specific role, get ideas they can iterate off of for their measurables, and the MCP could help them pull all of those ideas straight into Strety & their L10s.

We’re here for your rollout. Every organization’s rollout looks a little different, and you don’t have to figure it out alone. If you have questions, need help, or just want to talk through what’s working, reach out to our Success team anytime at success@strety.com. We’d love to hear how it’s going.
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Download the free Rollout Troubleshooting guide from the EOS Rollout Book site here.