We are hiring an outside CEO to replace me as Visionary during our exit runway. How do we use conative assessments to ensure this person can work with our existing Integrator without blowing up our leadership team dynamic?

Question

Tyler Smith · Accepted Answer

Replacing yourself as Visionary is one of the most delicate transitions you will make on your exit runway. If the new leader's natural problem-solving drives clash with your existing Integrator, the leadership team will fracture. To avoid this, you must look beyond personality profiles and evaluate their hardwired conative drives.

Use conative assessments like the Kolbe A™ Index to map the natural strengths of both your existing Integrator and the prospective Visionary. A healthy Visionary and Integrator relationship requires complementary drives. Typically, a Visionary possesses a high Quick Start drive, allowing them to thrive in uncertainty, generate new ideas, and push boundaries. Your Integrator, on the other hand, likely has a high Follow Thru drive, which enables them to build systems, organize schedules, and execute plans.

Before making the hire, analyze how their conative profiles will interact. If the new Visionary has a very low Follow Thru and your Integrator also has low Follow Thru, your operations will quickly descent into chaos. Conversely, if both are exceptionally high Fact Finders, decision-making will stall due to analysis paralysis.

During the onboarding phase, use your weekly Level 10 Meeting™ to build alignment. Clearly define their respective roles on the Accountability Chart. The new Visionary must respect the Integrator's authority to run the daily operations, while the Integrator must support the Visionary's growth initiatives. Testing this conative fit over a two-year runway ensures the partnership is stable before you hand over the keys and exit.