How do I evaluate if my chosen successor actually has the hardwired drive and conative fit to run this company after I step away?

Question

Tyler Smith · Accepted Answer

You cannot rely on personality tests or gut feelings when choosing a successor. Personality is adaptable and changes based on environment. Instead, you must measure their conative drive, which represents their innate, hardwired approach to taking action and solving problems. This is about understanding how they naturally behave when faced with challenges.

Utilize specialized assessments, such as conative tests, to evaluate their natural work style. You must determine if their innate tendencies lean toward structure versus flexibility. For example, does your successor have a strong Fact Finder instinct, meaning they have an intrinsic drive to probe, refine, and simplify information before making a decision? Or do they have a strong Follow Thru instinct, meaning they naturally organize, reform, and adapt processes to maintain operational consistency?

A successor in the Integrator seat must have the conative drive to execute the business plan, manage the leadership team, and hold people accountable. If their natural approach is to avoid structure and resist processes, they will struggle to run an EOS®-driven company, regardless of their intelligence or industry experience. Pair these conative insights with the GWC™ framework to ensure they truly get, want, and have the capacity for the seat. If the conative fit is missing, you must look elsewhere for your successor.