25 Years of Peer Group Stories: John Jeanguenat
This article's content originated on Peer Talk podcast ep. 39 from October of 2022
Traction in Action: The Do’s and Don’ts of EOS Implementation
When John Jeanguenat stepped into the President role at Rental Max in 2018, he had a big challenge ahead—align ten locations, unify leadership, and elevate performance. His first move? Implementing EOS. In this chapter, John breaks down the most effective strategies, biggest mistakes, and hard-won lessons from four years of running EOS. From hiring an implementer to choosing the right leadership team, his advice provides a practical roadmap for companies ready to command those still on the fence.
Why EOS? Why Now?
When John Jeanguenat took the reins of Rental Max—a ten-location equipment rental company—he knew the business needed structure, focus, and a shared language. Having come from a strong operational background, he was drawn to the Entrepreneurial Operating System, made famous by the book Traction by Gino Wickman.
But more than the system itself, John saw EOS as a cultural shift: a way to bring clarity, accountability, and growth to an already successful business.
“If you keep doing things the way you've always done them, you're probably going to keep getting the same results you've always had.”
Do's: Making EOS Work
John has worked on EOS in the fabric of Rental Max over the past four years. Through trial, error, and insight, he developed a set of core “do’s” every company should consider:
Hire a Professional Implementer
Whether it’s someone from EOS Worldwide or an experienced peer group facilitator, John insists that having a seasoned third party to guide the launch is essential.
“The companies that succeed with EOS almost always start with an implementer. It keeps things disciplined and moving.”
Follow the Full EOS Process
Don't skip steps. The Focus Day, Vision Building Days, and Quarterly Pulses are all essential. Each has a purpose—building the leadership team’s alignment and rhythm.
Commit to the Pulse Meeting
This can’t be overstated. The weekly 90-minute Level 10 (L10) meeting is the lifeblood of EOS. But teams often cut corners—shortening meetings, skipping weeks, or running them loosely. That’s where implementation falters.
“This isn’t just another meeting. It’s discipline. It's where problems get solved.”
Be Transparent with the Numbers
Sharing real data with your team builds trust and ownership. Financials. KPIs. Scorecards. All of it.
“If you want your people to help you reach a goal, they need to know what the goal is—and where you're at.”
Use EOS Software
Whether it’s Ninety.io or Bloom Growth, don’t try to manage EOS on paper or in spreadsheets. The right tool centralizes Rocks, Scorecards, and IDS issues—and makes accountability easy to track.
Don'ts: Common Pitfalls and How to Avoid Them
Even experienced companies make mistakes with EOS. Here are the big ones John has seen—or made himself.
Don’t Announce EOS Too Early
Before you’ve finalized your vision and values, hold off on any big rollout. You need clarity and conviction before you bring the team on board.
“Get through Vision Building first. Nail down your core values. Then go public.”
Don’t Roll Out Everything at Once
Don’t immediately launch L10s in every department. Let the leadership team master it first, then roll it down. Doing too much too soon creates confusion—and resentment.
Don’t Be Aspirational with Core Values
Core values are who you are, not who you wish to be. Your team should see themselves in them already. Don’t invent; observe and define.
John shares how they gathered input discreetly—asking employees what they loved about working there—before finalizing their core values.
Don’t Fall into Consensus Decision-Making
EOS encourages healthy discussion, but decisions still need to be made. The integrator has the final call if consensus can’t be reached.
“You’re not here to make everyone happy. You’re here to get aligned and move forward.”
Don’t Use EOS as a Short-Term Fix
EOS is not a 90-day sprint. It's a long-term operating system. The benefits compound over time, but only if you stick with it.
“This isn’t flavor-of-the-month. It’s a permanent shift in how you run your company.”
Real Talk: Peer Group Hesitations
As Dan Crowley pointed out, some peer group members struggle to commit—whether to EOS or to meaningful action items.
“They’ll say, ‘Oh, I’ll clean out the warehouse by next meeting.’ But that’s not the kind of goal that moves your company forward.”
True change requires tackling the things that keep you up at night. EOS gives structure to that effort—but only if you’re brave enough to engage it fully.
Key Takeaways:
Hire a trained implementer to get started the right way.
Commit to L10 meetings—same time, same place, 90 minutes.
Define core values based on reality, not aspiration.
Roll out EOS in phases, not all at once.
Be prepared to stick with it long-term for full benefits.