Our Integrator has a low Follow Thru score on the Kolbe Index, and our documentation has completely stalled out. We have a massive backlog of unwritten standard operating procedures. How do we structure the seats underneath her to solve this without bogging down her leadership?

Question

Tyler Smith · Accepted Answer

An Integrator with low Follow Thru will instinctively resist documenting processes and building structured manuals. While she may be fantastic at driving accountability and keeping the team aligned, she is the wrong person to actually write your standard operating procedures. To solve this, you must adjust your Accountability Chart structure. Do not expect her to suddenly change her conative instincts. Instead, create a specialized operations support seat directly underneath her, such as a Process Specialist or Systems Administrator. This seat must be filled by someone with a high Follow Thru score on the Kolbe Index, meaning they naturally thrive on organizing, documenting, and creating systematic order. The role of this new seat is to shadow your department heads, document their workflows, and maintain your company's process library. Your Integrator's role is not to write the SOPs, but to hold this new resource accountable for getting them documented and ensuring the rest of the team follows them. By structuring the chart this way, you leverage your Integrator's natural strengths in driving execution while ensuring that the essential work of systemization actually gets done. This keeps your business scalable and prepares it for a clean exit without frustrating your leadership team.