Companies Running on EOS or Scaling Up

Your operating system is built. Now build your culture.

EOS and Scaling Up give you structure, rhythm, and accountability. What they leave unbuilt is the behavioral layer. CultureWise stacks onto your operating rhythm to make your culture explicit, teachable, and consistent, so it scales with you.

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Why Your Business Operating System Is Only Half the System

What completes EOS or Scaling Up, and why culture fragments once you cross 150 people.

The Dunbar Chasm, why values stop traveling without the CEO in the room, and all four phases of Culture by Design applied to a company already running on a BOS.
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— THE BOS SELF-CHECK —

Four signs your operating system is running ahead of your culture.

If you recognize one, it's a signal. If you recognize two, your culture is still riding on the CEO's personal influence, and that influence stopped scaling a while ago.
01 The Values Drift
Do your core values mean something different to every manager?

Values work when the CEO is in the room. Past 150 people they stop traveling. EOS gives you the meeting structure, not the behavioral language underneath it.

02 The Manager Variance
Does every manager run their team a little differently?

The V/TO and L10 create operational alignment. They don't standardize how a manager handles a mistake or holds someone accountable. Two perfect L10s can still grow different cultures.

03 The Onboarding Gap
Did new hires used to just get it, and now you're not sure what they pick up?

Under 50 people, culture transmits by proximity. At 150 and up, that path is gone, and new hires learn from whoever trained them, not the best example.

04 The Green Scorecard
Are you hitting your rocks but it doesn't feel like one company anymore?

The scorecard is green and the goals get hit, but the company doesn't feel cohesive. EOS solves for what gets done. Culture by Design solves for how.
— WHY CULTURE MATTERS ON A BUSINESS OPERATING SYSTEM —

A culture operating system is what completes the one you already run.

 Values that travel without you in the room

 Every manager holding the same standard

 Culture you can measure next to your Scorecard
1,000+
organizations using the system
25+
years refining the methodology
19,242+
behaviors created

Core Values are vague.
Behaviors are teachable.
BEHAVIORS BRING VALUES TO LIFE

Your values tell people what to believe. Your behaviors tell them what to do.

Most organizations have values they're proud of. The gap isn't the values. It's the daily translation. A value like "Accountability" gets brought to life through specific, teachable behaviors (or as we say Fundamentals) your leaders and associates can practice on a Tuesday afternoon. One value, defined by specific behaviors. That's how it becomes coachable across the organization.
CORE VALUE
Accountability
FUNDAMENTAL #03
Practice blameless problem-solving

Fix the problem, not the blame. Direct the energy at what broke in the system instead of who to fault, so issues surface early and get solved. It is the behavior that keeps an operating system honest at scale.

FUNDAMENTAL #18
Get clear on expectations
FUNDAMENTAL #34
Honor your commitments
FUNDAMENTAL #36
Be process-driven
MONDAYFundamental of the Week discussion with your team
TUESDAYCoaching Guide prompt for Managers
WEDNESDAYWeekly quiz questions sent to your team
THURSDAYPulse survey to measure adoption
FRIDAYRecognition for someone who is living it
DAILY CULTURE PRACTICE

Built into work that's already happening, not on top of it.

Most organization-wide initiatives front-load time, a leader offsite, a values workshop, a values rollout deck, and then go quiet for months. CultureWise inverts that. The Fundamental of the Week opens existing leader meetings, practice group huddles, and customer team check-ins. Five minutes total, no new meetings, no training day to schedule. Just shared behavior, repeated until it sticks.
THE ADOPTION LAYER

See whether your culture is being adopted

Every week, CultureWise pulses the team on the Fundamental they're practicing. Not a 40-question engagement survey, a few short questions on whether the behavior is being seen, recognized, and felt across the org. You get a real read on what's taking root and where the gaps are. You manage your culture with the same visibility you'd expect from any operational system.
THIS WEEK’S FUNDAMENTAL · WEEK 12
Fundamental #03
Practice blameless problem-solving
How often are you seeing this practiced on your team?68%
Does this Fundamental feel relevant to your work?81%
Have you given or received recognition for this?42%
GUIDED ACTIVATION · ONCE
01
Define
Identify the behaviors that make your company work.
→
02
Ritualize
Design them into your weekly operating rhythm.
→
03
Roll Out
Launch company-wide with structure, not hope.
↓
ENGAGE · ONGOING
04  THE CULTUREWISE PLATFORM · YOUR WEEKLY RHYTHM
Reinforce
The platform takes over. A Fundamental opens each week. Discussion prompts drop midweek. Recognition lands Friday. Pulse data shows what's working, week after week.
OUR APPROACH

Good companies build culture by chance. World-class companies build it by design.

That line is the thesis of David Friedman's book and the methodology behind why this matters so much for organizations. Define the behaviors. Ritualize them weekly. Roll them out with structure. Reinforce them at scale. Four steps, refined over 25 years across more than 1,000 organizations.

See How it Works →
— PROOF POINTS —

The leaders who get this right say the same thing.

"

I realized we had a system for sales, a system for finance, but nothing for culture. CultureWise fixed that.

Mike Dlug
CEO · Stratus IP
Telecom & cybersecurity
"

We had a pretty decent culture, we just did not have an intentional one.

Lee Marlow
Chief Culture Officer · Piedmont Service Group
Discovered CultureWise at Vistage
"

Since we implemented the Fundamentals, we've grown from 250 people and $53M in revenue to north of half a billion dollars on a run-rate basis with 3,500+ people.

Richard Kopelman
CEO · Aprio
Business advisory & CPA firm
— FAQ —

Common Questions from EOS and Scaling Up Leaders

You built the system.
Now build the culture that makes it work.

EOS and Scaling Up give your organization operating clarity. CultureWise gives it behavioral consistency: the shared language, practiced habits, structured rollout, and reinforcement that make your operating rhythm produce a culture people feel. Implementation takes less than a day of executive time, and results show up in under 90 days.

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