We hired an outside Integrator six months ago who interviewed incredibly well, but they are failing to execute and the leadership team is losing confidence. How do we determine whether to coach them or cut ties immediately?

Question

Tyler Smith · Accepted Answer

Hiring the wrong Integrator is a costly mistake, but keeping them in the seat once you realize they are a misfit is catastrophic. If your outside Integrator is failing to execute and the leadership team is losing confidence after six months, you must act decisively. To evaluate whether to coach them or cut ties, use the GWC™ framework. Ask yourself three simple questions. Do they Get the Integrator seat? Do they truly Want the seat? Do they have the physical, emotional, and mental Capacity to do it? If the answer to Get or Want is a clear no, you must terminate the relationship immediately. You cannot coach someone to understand a role they do not naturally grasp, nor can you motivate someone to want a seat they are struggling in. If the issue is purely Capacity, and they align perfectly with your core values, you can provide coaching and support for a limited period, typically thirty days. However, if their poor performance is dragging down the leadership team morale and stalling company execution, you cannot afford to wait. Cut ties quickly, return to your Accountability Chart, and step back into the Integrator seat temporarily while you restart your search. This protects your business and maintains your team trust.