We have been using a fractional Integrator to run our Level 10 Meetings and keep us on track, but we are scaling fast and preparing for an exit. How do we know when it is time to transition this fractional seat into a full-time, dedicated Integrator seat on our Accountability Chart without disrupting our momentum?

Question

Tyler Smith · Accepted Answer

The trigger to transition from a fractional to a full-time Integrator is structural capacity and the complexity of your leadership team. A fractional Integrator is great for establishing the EOS® tools, facilitating the meetings, and bringing initial discipline. However, they cannot own the day-to-day integration of your major functions once you hit a certain velocity.

Look at your Accountability Chart. If your leadership team now consists of four or more department heads who require daily guidance, barrier removal, and performance management, you have outgrown a fractional model. A fractional executive simply does not have the hours to run the daily Level 10 Meetings™, resolve cross-departmental conflict, and drive the execution of your exit-readiness Rocks.

To make the transition without losing momentum, do not just hire a headhunter. Define the five roles of your future full-time Integrator seat first on the Accountability Chart. The fractional Integrator should help you build this seat description. They can then help interview and onboard their successor, ensuring a smooth handover of the daily operations. This keeps your team focused and maintains your valuation trajectory.