Integrator services seem to have become a necessity nowadays. With so many things happening simultaneously and with hybrid work models on the rise, it simply isn't sustainable to pay attention to differentiation- and integration efforts.

Businesses are so hectic that it is necessary to keep everything and everyone aligned but still retain sufficient levels of agility to be able to react immediately should the need arise.

The role of an integrator is to — well, integrate — and to achieve this complex goal, integrators must be exceptional leaders.

It's no easy feat to execute the business plan and provide cadence alone, let alone keep everyone in the loop and accountable for the profit and loss results.

Hiring Integrators

Often, integrators come from a managerial background within a business. However, sometimes a business simply doesn't have the right person capable of delivering.

That's why there are integrators with notable experience in major companies who offer their services on a contract basis.

When choosing an integrator for your business, make sure that the person of your choice has both the right mindset and the right traits of an integrator

Some of the basic skills you should pay attention to include:

  • A skill set compatible with the industry
  • Alignment with the company's core values
  • Similar business vision
  • Clarity and a new perspective
  • Innovative ideas
  • Positive overall disposition
  • Solutions that will fill the gaps in business procedures
  • Solutions to deal with errors in business procedures

Some of the basic traits you should pay attention to include:

  • Decision making
  • Business and data analysis skills
  • Situational leadership skills
  • People management skills
  • Performance assessment skills
  • Contribution skills

The finest of integrators are graced with balanced behavior patterns, decision-making skills rooted in knowledge and competence instead of positional authority, a sense of unity, an ability to resolve all kinds of disputes and conflicts in an efficient manner, and a balanced orientation.

Integrators must be versed in soft skills. Demonstrating a suitable behavior and the ability to strike a balance between the extremes is crucial.

Finally, there is a way to tell whether someone has the capacity to become an integrator if you're thinking of hiring someone from your company. This method is based on observing candidates' needs rather than expertise, as follows:

  • The need for affiliation — the finest of integrators pay more attention to others' feelings and aspirations. As a rule, they will try to establish friendly relationships and take on more tasks that enable them to deepen their interactions.
  • The need for power — people who are in pursuit of influence have a good predisposition to become good integrators. You'll recognize ideal candidates by observing whether they take on leadership roles willingly
  • The need for achievements —this one may seem odd but it's true nevertheless. Namely, efficient integrators don't yearn for personal achievements as much as average integrators do.

Dealing With People

Fractional integrators' capacity to settle disputes before they have a chance to worsen is, perhaps, their most crucial talent. This component is likely the most important because balancing out various attitudes is never an easy task.  Integrators are skilled in conflict resolution and they also bring balance and diversification to all roles within an organization. They make certain that everything is aligned and that everyone gets the type of satisfaction they crave.

The plight of frontline personnel is one particular area where fractional integrators may really excel.

Frontline employees frequently search for better employment prospects because they believe they are underpaid and have a bad work-life balance (source: Microsoft's Work Trend Index). While 56% of frontline workers feel compelled to use new technology out of concern for their jobs, 63% of them are seeking job prospects that technology creates. According to 55% of frontline workers, they were required to master new technology on their own without receiving or being offered any training.

Even though they are not educators, fractional integrators serve in a mentoring capacity.

Integrators Can Offer Fresh Perspective

Aside from their skills, knowledge, and abilities, fractional executives are able to offer the fresh perspective that too many organizations need.

These people are adept at handling a wide range of complex problems that would otherwise be too challenging for managers to resolve on their own.

Fractional executives can provide the best answers that executives aren't even able to see, much less implement, because executives are external to your business and have vast expertise dealing with a variety of companies.

Fractional integrators are, first and foremost, objective. This objectivity enables them to disengage from interpersonal conflicts inside an organization and quickly and effectively resolve all manner of complex problems.

Overall, integrators will help you diversify your workforce and streamline processes (not to mention that they'll add value). Not only are these people capable of simplifying performance management, but they also deliver purpose clearly.