If your team struggles to get Rocks done (even with EOS) this will help. EOS gives structure, but it doesn’t connect daily execution to your key priorities. Rocks fall behind. Scorecards get stale. Why? Because EOS tells you what to aim at, but not how to move toward it every day. Here’s how top operators fix it 👇 1. Overlay OKRs on EOS: Turn your quarterly Rocks into Objectives, and break them into Key Results that are measurable weekly. It gives your team visibility and real traction. 2. Build OKRs Into Your Task Management Tools: Don’t let Rocks live on paper. Integrate them into tools your team already uses (Asana, ClickUp, Notion, etc.). Tie Key Results to real tasks, owners, and due dates. 3. Automate Progress Tracking Stop tracking updates manually. Use automations to pull real-time data from your CRM, finance, or product tools. Less admin, more accuracy. Once this is in place, your team stops guessing. You get real updates, visible momentum, and actual Rock completion every quarter. 👉 I put together a full walkthrough + examples here: https://fractionalops.com/okrscob/

Ten years ago, I joined a Vistage CEO group where I was clearly the smallest fish in the pond—one member owned 100% of a $1B company. It was uncomfortable—but transformative. Since then, I’ve spent ~$200K on coaches, consultants, masterminds, and elite certifications (Harvard, Stanford, MIT, etc.). Expensive? Yes. But easily the highest ROI investment of my career. Why? Because a single conversation with someone ahead of me often saved 6 months of spinning—or $100K in mistakes. Here’s What Most CEOs Miss 👇 If you're the smartest person in the room, you're in the wrong room. Comfort is the enemy of growth. Surrounding yourself with people who don’t challenge your assumptions keeps you solving $10K problems instead of $10M ones. I learned this the hard way. Early on, I stayed in a "Small Business" group. Nice people, but no one far enough ahead to challenge my thinking. When I leveled up—paying 5x more to be around CEOs 10 years ahead—it changed everything. Even top founders seek out bigger thinkers. I saw it firsthand at events like the EY Strategic Growth Forum—where billion-dollar CEOs were still seeking mentorship from even bigger operators. How to Do This Intentionally 👇 Build Three Growth Networks: 1. 10 Years Ahead – People whose "normal" is your stretch goal. Get in paid, curated groups or invite-only events. 2. Shoulder-to-Shoulder – True peers. Share wins, losses, and real talk. 3. The Unrelated Genius – Outsiders from other industries. They’ll help you see what you’re missing. Pro Tip: Give value first. Promote their wins. Introduce them to helpful people. Invest in the relationship before you need it. How to Build the Right Rooms 👇 1. Audit Your Current Network → Who are your top 10 professional relationships? Who challenges you? Who’s ahead of you? If >30% aren’t above your level, you’ve outgrown the room. 2. Identify What’s Missing → Do you lack mentors? Peers? Outside-industry thinkers? 3. Map It Out → For each gap: List 2–3 people to connect with → Choose 1 paid group to join → Pick 1 event in the next 90 days → Hire 1 fractional expert to solve a stalled “important but not urgent” item in 30 days

How do we take the objectives and strategy from the CEO and build the overall operations and structure. cascading it down into projects, processes , systems , roles, data and communication structure?

Most CEOs obsess over getting positive replies from outbound, but that’s just touchpoint 1 of 33. B2B sales don’t close at “Yes”—they close after consistent, structured follow-up. And most teams give up before touchpoint 10. Worse: - <3% of your market is even problem-aware - <1% are ready to buy - And if you’re under $10M ARR, most don’t even know you exist So why are you optimizing your GTM around the 1% instead of systemizing for the 99%? Here’s what top-performing CEOs are doing differently 👇 1. Think “Allbound,” not just outbound: Automate beyond the first reply. Connect cold outreach to CRM, website, social, and nurture workflows—so every click, view, and reply leads somewhere meaningful. 2. Build for the 99% Your pipeline isn't just for in-market leads. Create systems that warm up the rest: lead magnets, retargeting, educational content, and dynamic follow-up. 3. Automation ≠ Autopilot: Without structured handoffs and multi-touch nurture, your pipeline leaks. Automate follow-up based on engagement, and never let a warm lead go cold. 4. Engineer Trust at Scale: AI can assist, but humans build trust. Personalize with dynamic proof, vertical-specific content, and video intros (without sounding like a bot). Bottom line: If your GTM machine stops after a reply, you're leaving money on the table. The real leverage is in touchpoints 2 through 33. 👉 Want to see how we structure this at Fractional Ops? I put together a simple workflow diagram that maps out a common GTM system we build for CEOs of B2B companies.

The Content Marketing Assets Tracker Course is now LIVE inside the classroom. If you're a founder or CEO juggling 100 marketing ideas a week—but your team can’t keep up—this course is built for you. We show you how to: ✅ Create a streamlined content system that works ✅ Capture and track ideas without chaos ✅ Align marketing execution with business priorities ✅ Use tools like ClickUp, Monday.com, or Hive to make it all run smoothly What’s inside: - 5 step-by-step videos to build your own real-time content tracker - A fully mapped marketing board that goes from idea → execution → published - Proven systems used with 8-figure teams to keep content flowing without burning out your team - Downloads: Meeting agendas, accountability templates, and bonus guides to implement it fast This is the exact system I use to turn leadership creativity into actual content that gets published—without 3AM emails or scattered Slack threads. 👉 Go check it out here