EOS Myths That Are Messing with Your Practice (And What to Do Instead)

If you've ever said, "Yeah, we already kind of do EOS," this is your invitation to pause, take a breath, and ask: Do we really?

Because here’s the thing—most group practice owners aren’t actually running on EOS. They’re borrowing pieces, referencing Traction, and maybe hosting a meeting or two that vaguely resembles the L10 format. But real implementation? Not happening.

In this week’s episode of the Culture Focused Practice podcast, I dig into the most common myths I hear about EOS—and what they’re costing you.

❌ Myth 1: EOS is Just for Big Companies

This one always makes me laugh. EOS isn’t for big companies—it’s for growing ones. In fact, I’d argue that structure is more important when you’re small, because you don’t have margin for chaos. When you’ve got six, ten, or twenty people and no one knows who’s doing what? That’s a one-way ticket to leadership burnout.

EOS helps you clarify roles, define accountability, and create a repeatable rhythm so you’re not carrying it all in your head.

❌ Myth 2: “We Already Do That”

Do you? Or did you set some rocks one time and never look at them again?

Saying you “already do EOS” because you read the book once is like saying you’re training for a marathon because you went for a jog last Thursday. Lip service isn’t implementation. EOS only works when the tools are integrated into your actual operations—not just named in your team drive.

❌ Myth 3: EOS Is Too Rigid or Robotic

EOS doesn’t erase your culture—it helps you manage it.

It gives you the structure to actually build what you say you want. It’s a skeleton, not a straitjacket. When people say “it’s too rigid,” what I usually hear is, “I’m scared to commit to something that might make me face what’s broken.”

But here’s the twist: EOS, when done well, actually increases autonomy. It makes room for creativity, ownership, and accountability—without you hovering over everyone’s shoulders.

What EOS Actually Requires

It’s not about hours—it’s about rhythm.

EOS requires:
✔️ Weekly L10s (that you actually stick to)
✔️ Scorecards (that guide decisions)
✔️ Rocks (that map back to your vision)
✔️ Feedback loops (yes, real ones)
✔️ A willingness to evolve (and stop doing things just because “we always have”)

EOS isn’t plug-and-play. It’s dig-and-commit. But when it’s working? It’s magic.

Ready to Get Out of EOS Purgatory?

If you’ve been half-implementing and wondering why nothing’s improving, you’re not alone—and you don’t have to keep pretending it’s working.

My EOS Mastermind is officially live. It’s a six-month, high-accountability container for practice owners ready to build real structure without losing their soul.

→ www.taravossenkemper.com/eos-mastermind

And if you’re on the fence? Email me at hello@taravossenkemper.com. I’ll help you decide if it’s the right time or the right move.

About the Author

Dr. Tara Vossenkemper is a gently-candid consultant who’s been in the trenches of group practice ownership since 2017. With a hearty blend of depth, irreverence, and a solid dash of humor (or so she hopes), Tara helps practice owners navigate the can-be-messy process of hiring, culture-building, vision generating, people-y issues, and all the other things that keep you up at night. When she’s not consulting, she’s probably wrangling her animals or homeschooling her kids—because why not add more chaos to the mix?

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