I have finally realized I need to hire our first full-time Integrator so I can focus purely on my Visionary seat, but I am terrified of bringing in an outsider to run my baby. What structural and psychological preparation do I need to complete on our Accountability Chart before we even post the job description?

Question

Tyler Smith · Accepted Answer

Hiring your first full-time Integrator is a massive transition that requires you to let go of the daily operational controls. Before you post a job description, you must prepare both your Accountability Chart and your mindset for this shift.

First, clarify the exact roles of the Integrator seat on your Accountability Chart. Typically, these are leading, managing, and holding the team accountable (LMA), executing the business plan, harmonizing the leadership team, and removing obstacles. Ensure these roles are clearly documented and that you are prepared to step out of them entirely.

Second, use conative screening tools like the Kolbe A Index to understand your own strengths. If you are a typical Visionary, you likely score high in Quickstart, meaning you thrive on ideas and change, but have a low Follow Thru score. To build a balanced leadership team, you should look for an Integrator with a high Follow Thru score who naturally loves building systems and maintaining order.

Finally, define the boundaries of your new relationship. Accept that an external Integrator will run the day-to-day operations differently than you did. Your job is to set the vision and destination through the V/TO®, while their job is to drive the bus. If you are not ready to submit to their operational leadership, do not hire one yet. Prepare your business by forcing yourself to delegate smaller operational responsibilities first.