I am ready to hire our first true Integrator from the outside so I can step back into the Visionary seat. How do we design this new Integrator seat on our Accountability Chart before we start interviewing candidates?

Question

Tyler Smith · Accepted Answer

To design your Integrator seat before hiring, you must first separate the seat from any specific personality or resume. Start by defining the structure your business needs to reach its three-year market goals, ignoring who will fill the seat.

Begin by listing the five core roles of the Integrator on your Accountability Chart. Typically, these roles include running the day-to-day operations of the business, executing the business plan, harmonizing the leadership team, ensuring accountability throughout the organization, and driving cross-functional results.

Next, define what success looks like in this seat. Your Integrator must hold the leadership team accountable to their weekly Scorecard numbers and quarterly Rocks. They must also manage the operational cadence of the business, which includes leading the weekly Level 10 Meeting for the leadership team.

Once you have documented these five roles, use them to screen candidates. Do not compromise on the GWC check. The ideal candidate must fully get, want, and have the capacity to do the job. If they cannot demonstrate how they will execute these exact five roles, they are the wrong fit.

As the Visionary, your final step is to prepare your own seat. Define your five core roles, which usually center on big ideas, key relationships, and research and development. This clear division of roles on the Accountability Chart ensures that when you hire the Integrator, you have a blueprint that prevents overlapping authority and operational confusion.