I recently created a post which got a lot of buzz. I introduced the concept of the Fractional Integrator™, an interim resource to drive your organization toward its goals. Today I’ll expand on that topic, answering other questions you might have about your Integrator, and whether a Fractional Integrator is right for you.
Fractional or Interim?
The term “Fractional” is hot in the business world right now, but I’m not sure it’s the best term for an Integrator. In the long run, your organization needs a permanent, full-time Integrator, so maybe the correct term is “Interim Integrator”. That term helps remind you that a part-time Integrator isn’t the final solution. It implies, instead, that this person will help you stay on track with EOS® until you reach the point that you can onboard a full-time Integrator, weather that’s a few weeks or a few years from now.
Today, we’ll hit on just three big ideas to consider:
When you don’t have a rock star Integrator in place
When your rock-star-in-training needs coaching
When are you ready for a Fractional Integrator?
When you don’t have a rock star Integrator in place
If you have a vacancy in the Integrator seat on your Accountability Chart, an Interim Integrator can be a great short-term solution. They can step in and model what the role should look like to the leadership team and the Visionary, and provide some immediate relief.
This is a great way to help the organization better understand what an Integrator’s role is, take some work load off the Visionary, fortify your leadership team, drive alignment across your organization, and ensure EOS tools are being followed by all.
When your rock star Integrator-in-training needs coaching
If you’ve already got an Integrator, good for you! That’s a crucial step on your EOS journey.
Shortly into their EOS learning curve, some leadership teams start to wonder if their Integrator – who is the one to lead, manage and hold the leadership team accountable (think: the ring leader, the driving force, the one who beats the drum) is strong enough to lead their team. Filling this role requires a unique blend of skills, typically developed through years of leadership experience, lots of practice, and the effective implementation of a set of tools within your leadership team and organization.
Integrators usually lead a group of driven professionals with strong personalities and opinions. They must be decisive, persuasive problem-solvers who are goal-oriented and self-motivated, and able to work hand-in-hand with the Visionary, helping the organization to grow, hit goals, and realize annual revenue targets.
Hopefully you have someone in your Integrator seat, and that’s what you see in them, but what if it isn’t? Maybe you’re experiencing recurring issues that the Integrator doesn’t seem able to squash. Or maybe your Integrator is taking too long in making key decisions. Or possibly they are not holding the team accountable, resulting in a lack of accountability, missed Rocks, poor follow-through, and revenue-goal short falls. And maybe you’re the Integrator, feeling like you’re not so sure that you’re hitting a home run.
If any of that rings true, you’ve got justified concerns about your Integrator’s ability to succeed. How do you move forward? You’ve got two choices.
Do nothing, and hope they’ll grow into it
Take action, by training them up or moving them out
We all know that option 1 is the easiest, but also the most dangerous. It’s tempting because you’ve already got a lot on your plate, with little bandwidth to handle an issue of this magnitude. It’s a catch 22 – having a strong Integrator would give you more time and energy, but you don’t have the time or energy to fix the problem. I know…. It’s a vicious cycle and one I see often in my clients.
In his e-book Decide, Gino Wickman, author of the book Traction and creator of EOS, explains The Ten Commandments of Good Decision Making. Number seven is “Thou Shalt Live with It, End It, or Change It.” So, for this first option… can you really live with it? We both know the answer. As hard as it may feel, I’m cheering you on from my corner of the world to tackle this issue immediately, because until you do, you won’t be successful.
Option 2 is to take action. If you realize that your current Integrator doesn’t quite seem to have the chops to own the seat, it’s time to train them up or move them out (a.k.a. help them into a seat that they can honestly succeed at, whether at your organization or somewhere else). If you’re not sure if your Integrator truly GWC’s the seat, this is where an Interim Integrator could be a great help. It’s all about mentoring, assessing, and training.
One of the roles an Interim Integrator plays is teacher/coach, demonstrating for the permanent Integrator how to do the job like a boss! You’ll bring in the Interim Integrator to work closely with your permanent Integrator, helping them run your Level 10 meetings, demonstrating how to lead, manage and hold the team accountable, providing mentorship, and advising on how to remove barriers to success. The Interim Integrator will act as a role model and mentor for your Integrator until they learn the ropes.
The secondary purpose of bringing in an Interim Integrator is to get another perspective on whether or not the person in the role truly GWC’s the seat. Often, they do but just need some help to get where they need to be. On occasion, though, they discover that it’s not a great fit. In this case, it’s an act of mercy to move them into a role that fits their natural ability, whether it’s in your organization or somewhere else.
When are you ready for a Fractional Integrator?
A Fractional Integrator can bring great value to your organization in the right circumstances, but as is often the case, if you’re not ready for it, you won’t reap the benefits.
What does it mean to be “ready”?
There are several important indicators:
The company is having trouble executing its vision and needs clarity and accountability.
The company is struggling to implement EOS effectively.
The company's visionary is overwhelmed and doing both the visionary and integrator roles.
The company isn't hitting 80% on Rocks.
The Visionary is willing to let go of the vine so the company can grow
The company is financially healthy and stabile
If you’re having issues with any of the first 4 bullets, you’re ready. Period.
As I stated in my last blog, having a great Integrator is the Jesus Nut of the organization.
Visionary’s willingness to let go
If you were the driver of a that-a-way ride, how would you feel about letting others decide which turns to take? Would it drive you crazy to let someone else direct? Or would you be able to relax and enjoy the ride without all of those decisions on your plate?
The fastest way to ensure an Integrator fails is to wrestle with that person for control of the organization, so before you hire one, prepare yourself for the psychological shift. Remember the EOS parable about letting go of the vine. Have faith in yourself and your team to choose the right person for this seat, and then let that person have the reins, even if they’re only in the seat for a time.
Financial Health & Stability
Investing in an effective Integrator will be one of the best ROIs you’ll experience in your EOS journey. This person is the key to success, the driving force behind all your other efforts. Your “Jesus Nut”, as it were. No other player will be a bigger factor in your organization’s success, so define your budget accordingly.
The bottom line is, bringing in an Interim Integrator just might be the best way to help your organization move forward. If you’re still not sure, let’s talk it over. I’ve got big news coming on this topic, so now is the perfect time!
About the Author
Kirsten Smith, founder of Made to Thrive Consulting, is a business management strategist and EOS Implementer®. She has over 20 years Business Development and Management experience with small and large organizations alike, including those listed among the Fortune 500. She is both a business professional and motivational speaker covering a range of topics including attitude change, effective sales techniques, customer service excellence, and personality profiling. Her passion is helping entrepreneurs and leaders be the very best version of themselves and to do more than just survive … THRIVE!
Contact Kirsten at ksmith@madetothrivellc.com.
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