I am currently running our business as both the Visionary and the Integrator, but I know I need to hire an Integrator to scale. How do I structurally prepare my Accountability Chart for this change before I actually start interviewing candidates?

Question

Tyler Smith · Accepted Answer

You cannot hire an Integrator successfully if your Accountability Chart is a tangled mess of your own personal preferences. Before you look at resumes, you must draw the ideal future structure of your organization.

Start by separating your two current seats. Draw the Visionary seat at the top, and draw the Integrator seat directly below it. Right now, your name is in both seats. Keep it that way on paper, but begin acting as if they are two distinct entities.

Next, define the five major roles for both seats. The Visionary roles usually focus on big ideas, culture, key relationships, and research and development. The Integrator roles focus on leading, managing, and holding the leadership team accountable, executing the business plan, and driving results.

With this structural clarity, look at your daily activities. You will see exactly which operational tasks you are dropping because you lack the capacity or interest. This gap analysis defines the exact job description for your incoming Integrator.

By structuring the seats first, you avoid the trap of hiring a candidate and molding the seat around their unique personality. You hire to fit the seat, ensuring the business is structured to run efficiently and appeal to future buyers when you are ready to transition out.