I just invented a job - and you need it yesterday

If you're familiar with the Entrepreneurial Operating System, you'll know that there are two critical roles: the visionary and the integrator.

Quick definitions.

Visionary: Responsible for setting the direction, strategy, and vision of the organization.

The visionary is focused on long-term goals, identifying opportunities, and developing new ideas to help the business grow and thrive

Integrator: Responsible for executing the vision and strategy set by the visionary, ensuring that everyone in the organization is aligned and working towards common goals.

They are typically focused on the day-to-day operations of the business and are responsible for keeping the team on track and accountable for their actions.

At times I’ve made the case that in a small business, this split between the two roles is bullshit.

Ideas & vision are a dime a dozen in an SMB, putting in the work is the hard part.

However - I’d like to map these roles into my favorite topic - global talent.

Too often, I watch businesses try and fail to use global talent - and again and again - I see the same failure point.

You might be hitting this failure point if you’ve ever said the below:

• “I love the idea of systems, I just don’t have time to build out our SOPs

• “I hired a VA, but now I don’t know how to use them fully”

• “I don’t have time to hire more global talent, the interview process is exhausting”

• “ I want to hire more global talent - I just don’t have the bandwidth to train and onboard them - what if they quit?”.

Now - my solution.

Introducing a new job…. the “Global Talent Integrator”.

Simply put, this person is the key connection between you (the biz owner) and the global talent pool.

I’ve observed that having a “Global Talent Integrator” is often the difference between success and failure with using global talent!

Finding this person is a key step in your global talent journey.

For anyone that has worked with me - it is obvious who this is for me - Binsi!

She is now my Chief of Staff - but that’s just because we couldn’t figure out a better title for her.

I don’t think I would be half as good at using global talent if Binsi wasn’t a member of our team - and I am enormously thankful for our relationship.

Here are some more details about this person and the job I just made up:

• Almost always global/not Western

• Positive, energetic attitude

• High trust

• You get along great with them - and would work with them for years

• Is curious, hungry to learn, and eager to grow professionally

• Has the “figure it out” muscle

• Smart

• This is an “internal promotion” - I wouldn’t hire someone outside the org.

While in many cases this person starts as an “Assistant” - they quickly make their talent known across your organization - and you are looping them into more and more responsibilities.

How do you know if you have someone who can fill this role vs being a more straightforward assistant?

Fortunately, folks like this make themselves known very quickly.

You’ll be saying things like:

“Oh yea, Binsi? She started as an XYZ but now she is doing 10 different things”.

Another sign that I look for?

They HATE not being busy. They will start proactively helping across your company if you aren’t giving them enough work.

It’s not hard to spot someone who is a great fit for this position.

So here is your takeaway - find your “Global Talent Integrator”, promote them quickly, and step on the gas pedal.

If done correctly, they will become one of the most impactful members of your team.

Yours in Outsourcing,

Jon