We just hired our first full-time Integrator, but my leadership team is struggling with the new reporting structure on our Accountability Chart and keeps coming directly to me for approval. How do I enforce this structural change without undermining my team or my new Integrator?

Question

Tyler Smith · Accepted Answer

When you introduce your first full-time Integrator, the transition is often rocky for a leadership team that is used to direct founder access. If your team continues to bypass the new Integrator and run to you for final decisions, you are actively undermining your new leader and stalling your transition out of daily operations.

To stop this behavior, you must enforce the new reporting lines on your Accountability Chart with absolute discipline. Every time a team member comes to you with an operational issue, decision, or request, you must ask one simple question: Have you talked to the Integrator about this?

If they have not, direct them back to the Integrator immediately. Do not offer your opinion or make the decision for them. Even if they have spoken to the Integrator and did not like the answer, you must support your Integrator's decision. If you disagree with how your Integrator handled it, discuss it privately during your next Same-Page Meeting™, never in front of the team.

Make sure the new reporting structure is visually clear on your Accountability Chart. The leadership team seats must sit directly under the Integrator, and your Visionary seat must sit above them. By respecting this structure, you show the team that the Integrator has the true authority to run the business, which is exactly what a prospective buyer wants to see before an exit.