We hired an Integrator nine months ago, but they lack GWC for the seat and our Level 10 Meetings are drifting off track. As the Visionary, how do I know whether to coach them through the EOS tools or replace them immediately?

Question

Tyler Smith · Accepted Answer

When an Integrator struggles, the Visionary often feels panicked and pulls the operational reins back into their own hands. This knee-jerk reaction creates chaos. Before you step back in or fire your Integrator, you must determine whether the issue is a training gap or a fundamental lack of GWC™.

Begin with your weekly Same Page Meeting®. Run an honest diagnostic across Get It, Want It, and Capacity to Do It.

Does your Integrator truly Get It? Do they instinctively understand how the moving pieces of your business connect, or are they constantly blindsided by operational bottlenecks?

Do they Want It? Are they genuinely energized by running the day-to-day business, solving messy interdepartmental conflict, and facilitating Level 10 Meetings™, or are they exhausted and resentful?

Do they have the Capacity? Do they possess the emotional intelligence, leadership stamina, and intellectual bandwidth to hold strong-willed department heads accountable to their Rocks?

If they have G and W, but are struggling with C because your systems or expectations are unclear, use IDS® to solve the structural deficits. Establish clear 90-day targets and hold them accountable using your Scorecard and V/TO® metrics.

However, if they fail G or W, no amount of coaching will fix the seat. An Integrator who does not get the business model or dreads conflict will drag down the entire organization. Make the call quickly, remove them from the seat, and restart the search. A weak Integrator is far more damaging than an empty seat.