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Stage 6 of 6

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Stage six

Make it how the place runs

Ongoing

A habit that lives in one leader leaves when that leader does. This stage moves it into hiring, one-on-ones, and how the room handles a hard week.

The last stage is the least dramatic and the one that actually holds. We take the loop language into the places decisions get made.

One-on-ones get the interrupt question. New leaders run the diagnostic in their first month. Hard weeks get named as cues instead of excuses.

When the language survives a bad quarter and a leadership change, it is not a workshop anymore. It is how the place runs.

Run it: step by step

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  1. 1. Put it in the one-on-one template

    20 min once

    • · Add two standing questions: 'What did you catch yourself doing this week?' and 'What am I doing that makes your job harder?'
    • · Ask them every time, even in a good week. The habit is the point, not the answer.
    • · Answer them yourself first, before you ask.

  2. 2. Onboard new leaders into the loop

    30 min per new leader

    • · Every new or promoted leader runs the quiz in their first thirty days.
    • · Their manager walks them through the wall photo and the room's sentence from stage two.
    • · They write their own one-line commitment before their second month.

  3. 3. Name hard weeks as cues

    5 min, when it happens

    • · Before a crunch, say it out loud: 'This is the week our loops come back. Watch for it.'
    • · After the crunch, spend ten minutes on what came back, not on what shipped.
    • · Write the pattern down. Crunches repeat, so the notes compound.
    Say it like this

    “Pressure does not build the habit. Pressure shows you which one you already had.”

  4. 4. Re-map the room once a year

    Half day, annually

    • · Run stage two again with the whole leadership group. Same four corners, same wall.
    • · Put the new wall next to last year's photo and compare piles, not people.
    • · Publish the room's sentence again. If it did not move, the check-ins were theater. Fix that, not the wall.

  5. 5. Give it an owner

    Standing

    • · One named person owns the cadence: quiz for new leaders, annual re-map, check-in calendar.
    • · It should not be the loudest advocate. It should be someone who runs things on time.
    • · When that person changes roles, hand it over on purpose, in writing.

What you need in the room

Debrief questions

How this stage gets wrecked

It becomes vocabulary

People start saying 'that's my loop' as a way to excuse the behavior instead of change it. When you hear the language used as a shrug, ask for the catch log. Words without catches means the habit is winning wearing new clothes.

Before the next stage

Nothing. This one does not end. It just gets quieter.

What each leader does

How you know it landed

A new leader hears the loop language from their team before they hear it from you.