How do we use conative assessments to ensure the leadership team we leave behind has the right hardwired drives to run the company without us?

Question

Tyler Smith · Accepted Answer

When you sell your business, the buyer is purchasing your future cash flows, which are entirely dependent on the leadership team left behind. If that team lacks the natural, hardwired drives to execute without your presence, the transition will fail.

Personality tests only measure adaptable behaviors. To build a sustainable leadership team, you must measure conation, which is the innate, hardwired drive that dictates how people naturally solve problems and take action. Use conative assessments like the Aptive Index to map your team.

Analyze your leadership team members on their natural pace and approach to tasks. If you, the departing owner, were the primary driver of change, look at who will fill that gap. Do you have a strong Fact Finder who will probe and simplify complex information? Do you have a strong Follow Thru who will organize, reform, and adapt processes to keep the operations running smoothly?

Compare these conative profiles with the roles on your EOS® Accountability Chart. Make sure the person in the Integrator seat has the innate tendency toward structure and process execution required to lead. By aligning conative strengths with the required seats, you assure the buyer that the leadership team possesses the raw talent and hardwired drive to maintain momentum.