> ## Documentation Index > Fetch the complete documentation index at: https://guide.exiqtive.com/llms.txt > Use this file to discover all available pages before exploring further. # Keys for success > What makes exIQtive work in practice: an administrator who owns readiness, a coaching structure that scales, and clear readiness targets. exIQtive works when the people running it treat it as a living system, not a one-time setup. This page covers what makes it work and what success looks like in practice. ## Someone who owns readiness Every successful exIQtive implementation has an administrator who owns readiness. It might be a dedicated person or a leader who takes it on as part of a broader remit. Either way, they make sure the system is set up correctly, stays current, and is actually used. ### What the readiness owner does * **Build and maintain the catalog.** Define what every position is responsible for, capturing roles and responsibilities clearly so there's no ambiguity about who does what. * **Develop Architects.** For each responsibility, identify the subject matter expert who will create the institutional knowledge: the videos, articles, and Inspection Protocols that make consistent evaluation possible. * **Ensure coaching capacity.** Make sure every responsibility has enough certified Coaches to keep up with inspection demand. * **Report on readiness.** Track and communicate readiness levels to leadership, managers, and employees. Aim for at least two Coaches per responsibility, so inspections can still happen when one Coach is unavailable. ### What success looks like Your implementation is working when you consistently hit these targets: | Indicator | Target | | - | - | | Positions with clearly defined roles and responsibilities attached | 80% or more | | Employee readiness across the organization | 90% or more | These aren't one-time achievements; they're the ongoing health indicators of a well-run readiness system. If they drop, something in the structure (missing roles, retiring responsibilities, coaching gaps) needs attention. ## The coaching structure that scales The most effective way to build readiness at scale is a clear chain: 1. **Architects** create the knowledge and certify Coaches. 2. **Coaches** inspect and certify Employees. 3. **Employees** earn badges that prove their competence. You're not dependent on one person for everything. When an Architect certifies a second Coach for a responsibility, you double your inspection capacity. When that Coach brings more Employees to Proficient, some of them become Coach candidates. The system grows itself, as long as someone keeps the pipeline moving. ## Common questions Without an owner, exIQtive tends to stall after initial setup. Positions get created but responsibilities don't get attached. Architects get named but don't create Inspection Protocols. Coaching capacity doesn't grow. It doesn't have to be a full-time job, but someone needs to own it actively. Even a few hours a week of consistent attention makes a significant difference. Start with your most critical positions, the ones where poor readiness hurts your business most. Configure those fully first: roles attached, responsibilities defined, an Architect in place, Inspection Protocols created, and at least one Coach certified. Then expand. Trying to do everything at once is the most common reason implementations stall. This is why at least two Coaches per responsibility matters. If the Architect leaves before you have a successor, the Coaches can keep inspecting and certifying Employees. But name a new Architect as soon as possible: no one can update the Inspection Protocols or certify new Coaches until that role is filled again. ## Related The problem exIQtive solves. Employee, Coach, Architect, and account roles. What Architects do in exIQtive. What Coaches do in exIQtive. This documentation is built and hosted on [Mintlify](https://mintlify.com), a developer documentation platform.