Most Regina companies don’t stall because the market is too small, the team isn’t skilled enough, or the owner isn’t working hard enough. They stall because they have no business operating system — no shared language for vision, no rhythm for execution, no scorecard for progress. The business is running on the founder’s willpower.

A Business Operating System (BOS) solves that. Ops Harmony is based in Regina and implements a custom-tailored BOS for companies ranging from 25 to 250 employees across Saskatchewan, built inside Ninety.io — a cloud-based operating platform trusted by thousands of businesses. The result is a leadership team that meets weekly with purpose, tracks a meaningful scorecard, executes quarterly priorities, and does not need the founder in every room to keep things moving.

What a Business Operating System actually is

If you’ve heard of EOS, Traction, Scaling Up, 4DX, OKRs, or Gino Wickman’s Entrepreneurial Operating System, you’ve encountered a Business Operating System. They are all versions of the same idea: a set of tools and a rhythm for running the business that everyone on the leadership team uses in the same way. The tools vary between frameworks, but the core components are consistent:

Vision component. Core values, core focus, 10-year target, marketing strategy, 3-year picture. Everyone on the leadership team can describe the business in the same terms.
People component. An Accountability Chart that defines every major seat in the company, with the right person in each seat.
Data component. A weekly scorecard with 5 to 15 leading and lagging indicators that tell you whether the business is on track without having to wait for month-end.
Issues component. A visible, working issues list. Problems don’t hide or get solved in side conversations — they get on the list and worked through in the weekly meeting.
Process component. Documented core processes for the things the business does over and over. Not War and Peace — just “the way we do it here” written down.
Traction component. Quarterly priorities (sometimes called rocks), annual and quarterly planning meetings, and a consistent weekly leadership meeting cadence.

Ops Harmony uses the BOS-Up framework — a modern, Canadian-friendly implementation that is EOS-adjacent and interoperable with whatever tooling or language your team already uses. If you have been running EOS self-implementation, we can layer on professional coaching without making you throw out rocks, L10 meetings, or your existing Accountability Chart.

Who this is for in Regina

Regina-based founders and CEOs, typically running companies with 25 to 250 employees and $5M to $250M in annual revenue. Clients across the rest of Saskatchewan, Winnipeg, and Calgary are also welcome.
Companies where the leadership team is technically competent but coordinating through long email threads, hallway conversations, and founder reminders rather than a shared cadence.
Teams that have tried “working on the business” before but fell back into reactive mode within a quarter because nothing held the discipline in place.
Owners who have read Traction, Rocket Fuel, Scaling Up, or The E-Myth and agreed with the diagnosis but struggled to implement the prescription on their own.

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The Ops Harmony implementation approach

Every BOS implementation runs in two phases, each designed to build habit before adding complexity.

Phase 1: Learn / Develop / Implement (6 to 10 weeks)

Three full-day working sessions with your leadership team, spread over six to ten weeks. Between sessions your team practices the new rhythm with coaching support. By the end of Phase 1 you have:

A clear vision document your leadership team aligns on.
A functioning Accountability Chart with the right seats defined.
A working weekly scorecard already being tracked inside Ninety.io.
A consistent weekly leadership meeting that actually solves issues rather than reporting status.
Your first quarterly rocks set and being tracked.

Phase 2: Leverage / Validate / Enhance (10 months)

Four full-day working sessions across ten months — roughly one per quarter, plus an annual planning session. Between sessions the leadership team runs independently on the rhythm you’ve built, with lighter-touch coaching as needed. By the end of Phase 2 the BOS is not something Ops Harmony is doing to your company; it’s the way your company runs.

Why Ninety.io

A BOS without a platform degrades quickly. Spreadsheets get stale, meeting notes get lost, scorecards stop being updated, and within six months the leadership team is back to running on memory and good intentions. Ninety.io is the operating platform Ops Harmony builds your BOS inside: vision, scorecard, rocks, accountability chart, meeting agenda, issues list, and process library all in one place, accessible to the whole leadership team, integrated with how real BOS implementations work.

Alternatives exist (Bloom Growth, Traction Tools, Asana with heavy customization, etc.) and can be accommodated if your team has a strong reason to use one of them. Ninety.io is the default because it reduces friction in nearly every dimension the others add friction to.

Service area across Saskatchewan and beyond

Ops Harmony is based in Regina and serves leadership teams throughout Saskatchewan. Saskatoon, Moose Jaw, Prince Albert, Weyburn, Estevan, Swift Current, and Yorkton are all within the primary service zone. Implementations for companies headquartered in Winnipeg or Calgary are accommodated on a hybrid model — mostly remote with periodic on-site travel for quarterly and annual planning sessions. Fully remote engagements are also available for leadership teams with strong virtual operating habits.

Common questions

How is this different from hiring an EOS Implementer?

Functionally, very similar. The weekly meeting rhythm, scorecard, rocks, Accountability Chart, and issues list are common to most frameworks in this family. The differences: Ops Harmony uses BOS-Up as the underlying methodology (a modern, more flexible implementation than strict EOS), the operating platform is Ninety.io rather than whatever tooling an EOS Implementer happens to recommend, and the engagement structure tends to be more adaptive to companies that have already tried self-implementation.

How long before we see real results?

Most leadership teams report a noticeable shift in execution discipline within 90 days. That shift compounds through the first year. The honest answer: real, durable cultural change (the “it’s just how we run now” phase) takes 18 to 24 months. Phase 1 gets you the tools. Phase 2 makes them the default.

What if our leadership team is not ready?

This is the most common concern and the most honest question. A BOS exposes misalignments that existed before the framework arrived — wrong-seat issues, hidden conflicts, unspoken disagreements about direction. That exposure is usually the point. If your leadership team is fundamentally broken, a BOS will make that visible faster than any other intervention. Some founders want that clarity. Others aren’t ready for it. The first strategy call is a good place to sort which category you are in.

Book a conversation

A 30-minute call is the lowest-friction way to figure out whether a BOS implementation is the right move for your Saskatchewan company. No pitch, no slide deck — a real conversation about where your business is and what is in the way.