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/

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

I did an exercise with a group of CEOs called 3, 6, 9 — and it completely changed how I look at teams. Here’s how it works: Rank each team member 3, 6, or 9. Don't overthink it. ⚠️ 3s – If someone is a 3, ask yourself: Why am I tolerating a 3? Remove the 3, and solve the reason why you let that happen in the first place. 🪜 6s – Most of your team will be here. What would need to be true for them to be a 9? Answer this and start making it happen this week. Or...will they realistically rise to a 9? If not, they should be on your watch list because they’ll soon be a 3, and you can't afford more 3s. 💎 9s – These are your rockstars. But guess what? Your competitors, headhunters, and clients also know that they’re a 9. Ask yourself, “What else could I be doing to make sure this person never leaves?” A business is only as strong as its people. Raise the bar, or watch your culture crumble. ------- Enjoy this? ♻️ Repost it to your network and follow Corey Peck 🎁 PS. If you like actionable systems and templates, you'll love my weekly newsletter on 8-Figure Growth Systems (it's free).

Years ago, a guest speaker in one of my CEO groups gave us a tool to combat “Imposter Syndrome.” Like all good consultants, it starts with a 2x2 grid: 1. Top Left: Past Positive 2. Bottom Left: Past Negative 3. Top Right: Future Positive 4. Bottom Right: Future Negative Or put another way: 1. Confidence 2. Depression (+impostor syndrome) 3. Optimism/Excitement 4. Anxiety (+impostor syndrome) When you live in 2 (e.g., you messed something up or got a bad result), you need to move to 3. (How will things be better once you do what you need to do to overcome it?) When you are living in 4 (i.e., worried about a future outcome of something), you need to move to 1. (Draw on past wins and remember your strengths.) Bonus Points if you populate the "positive" quadrants with data points for quick recall. I hope this tactic is helpful to someone. PS. The speaker was Stanley Cup Champion Ryan Walter.