I know I need to add a dedicated Integrator to my leadership team to free myself up for strategic planning, but I am terrified of hiring the wrong person and disrupting our flow. How do I successfully structure and execute this hire?

Question

Tyler Smith · Accepted Answer

Adding an Integrator is the most significant structural change an entrepreneurial owner can make. To do this right, you must separate structure from people. Do not start by looking at resumes. Start by looking at your Accountability Chart and defining the exact roles of the Integrator seat.

Typically, these roles include running the day-to-day business, harmonizing the leadership team, ensuring execution of the V/TO®, and driving accountability. Once the seat is defined, use the GWC™ tool to evaluate candidates. They must completely Get it, Want it, and have the Capacity to do it.

During the interview process, run candidates through your Core Values as a non-negotiable filter. Once you find the right person, do not simply dump the keys on their desk. Use a structured onboarding process.

For the first thirty days, have them shadow you and build relationships with the leadership team. Slowly hand over the reins, starting with running the Level 10 Meetings™. You must commit to stepping back and letting them lead. If you micromanage your new Integrator, you will undermine their authority and they will quit, leaving you right back where you started.