Our current leadership team consists entirely of high Quick Start conative profiles who excel at launching new initiatives but struggle with consistent execution. How do we adjust our leadership mix during our runway to prove to a buyer that we can sustain long-term growth?

Question

Tyler Smith · Accepted Answer

A leadership team made up entirely of high Quick Start profiles is great for early-stage growth, but it is a massive red flag for a buyer looking for operational stability. Buyers want to see a balanced team that can execute consistently without chaos.

To fix this, you must analyze your team's conative profiles using the Kolbe A™ Index. Look for the gaps in your execution capability, specifically in the Follow Thru and Fact Finder modes. You need leaders who naturally organize, build systems, and analyze data.

Use your Accountability Chart to redesign your seats. If your current leaders lack the innate drive to build and maintain systems, you must recruit or promote individuals who possess strong Follow Thru instincts to manage your core operational seats.

Introduce these new leaders during your exit runway and let them run your Level 10 Meeting™ and own your weekly Scorecard. When a buyer looks at your leadership team, they should see a structured, disciplined unit that excels at execution, not just a group of visionary entrepreneurs chasing the next shiny object. Balancing your conative mix ensures your company can actually deliver on its long-term financial projections.