Interrogator or Integrator?
I recently visited a client deep into their EOS® implementation journey. The Integrator—also a 50% shareholder in a $30M manufacturing company—had invited me to observe their weekly Level 10 Meeting. A strong-willed leader, this client had a reputation for being opinionated and resistant to change. Naturally, I was curious to see how he was adapting to the structure and accountability EOS demands.
To my surprise, the meeting started on time and flowed through the agenda exactly as prescribed—Scorecard, Rock Review, Headlines, and Issues. It was textbook EOS. Or so it seemed.
When IDS Turns into Interrogation
At first, the Integrator facilitated the Issues list masterfully. He used the WW1 tool—"Whose issue is it?", "Who are you talking to?", and "Describe the issue in one sentence?"—alongside the "Five Whys" method to dig into root causes.
But then... he kept digging.
Instead of solving the issue and moving on, he lingered. Pressed harder. Dug deeper.
What started as Issue Solving quickly morphed into Issue Making—a subtle but dangerous trap.
Issue Solving vs. Issue Making
- Issue Solving is about clarity, support, and removing obstacles.
- Issue Making centers around control, ego, and emphasizing weakness.
When an Integrator uses IDS as a weapon instead of a tool, the process no longer empowers the team. It undermines trust, triggers defensiveness, and slows progress.
EOS is designed to build muscle across six components—Vision, People, Data, Issues, Process, and Traction—not to reinforce authority or fulfill personal agendas.
The Mindset Shift: From Adversary to Ally
A healthy IDS session happens with your team, not to your team.
The most effective Integrators understand this truth: your role is to facilitate support, not interrogative discovery. When the team feels safe to raise issues, the real work can begin.
That mindset shift—from Interrogator to Integrator—reframes your role:
- You’re no longer the only one responsible for unearthing every flaw.
- You trust the team to bring forward the real issues.
- You move from enforcing accountability to enabling it.
A Real “Ah-Ha” Moment
That Level 10 Meeting turned out to be transformational. The Integrator saw, in real time, how his approach impacted his team—and how a subtle shift in mindset made all the difference.
We’ve already seen ripple effects:
- More ownership in department meetings
- Issues raised earlier and with more clarity
- A stronger culture of trust and problem-solving
Final Thought
EOS is not a courtroom. It’s not about cross-examinations. It’s about clarity, support, and aligned execution.
So, ask yourself:
Are you interrogating?
Or are you integrating?
