My Integrator is making tough Right Person Right Seat calls on our legacy staff, but I find myself stepping in to protect these long term employees. This is causing major friction between us. How do we resolve this without destroying our working relationship?

Question

Tyler Smith · Accepted Answer

When your Integrator makes a hard Right Person Right Seat call and you step in to protect a legacy employee, you completely destroy your Integrator's authority. This behavior signals to the entire organization that the Accountability Chart does not actually matter and that you can be bypassed. It is one of the fastest ways to break your relationship with your Integrator.

To resolve this friction, you must respect the boundary of the Integrator seat. The Integrator is accountable for running the daily operations of the business. If they determine that a legacy employee does not fit your core values or lacks the capacity to perform their roles, you must support that decision.

If you disagree with the Integrator's assessment, you must not address it in front of the team. Instead, schedule a Same Page Meeting immediately. This is a private meeting where you and your Integrator can IDS the issue behind closed doors. Use this time to examine the employee's GWC and People Analyzer scores objectively.

As the Visionary, your job is to guide the company's long term direction, not to micromanage daily personnel decisions. If you cannot let go of these legacy relationships, you will cap your company's growth. Once you and your Integrator reach an agreement in your Same Page Meeting, present a united front to the rest of the leadership team.