We have been using a fractional Integrator to run our Level 10 Meetings and manage our department heads, but we are reaching twenty million in revenue and need a full-time leader. How do we manage the transition to a full-time Integrator seat on our Accountability Chart?

Question

Tyler Smith · Accepted Answer

Using a fractional Integrator is an excellent way to transition your business to the EOS® framework, but as you scale toward twenty million in revenue, the operational complexity demands a full-time leader. To manage this transition seamlessly, you must plan ahead on your Accountability Chart. Begin by defining the full-time Integrator seat as it will look in your 3-Year Picture. This includes roles like leading the leadership team, executing the strategic plan, managing major initiatives, and driving accountability across all departments. Use the fractional Integrator to help write this ideal job description and assist in the search process. They are uniquely positioned to know what the company needs. Once you hire the full-time Integrator, structure a structured transition period of thirty to sixty days. During this time, the fractional Integrator should gradually hand over the ownership of the Level 10 Meetings™, the management of direct reports, and the execution of key Rocks. Do not create an Assistant Integrator seat or allow both to share management duties, as this will confuse the leadership team. The full-time Integrator must quickly assume full accountability for the seat. This clean transition demonstrates strong organizational maturity, which is highly appealing to potential buyers and ensures your operations continue to run smoothly without missing a beat.