How do I know if my chosen internal successor has the right hardwired mental energy to run the company, rather than just the right skills?

Question

Tyler Smith · Accepted Answer

Choosing an internal successor based purely on their resume, technical skills, or tenure is a recipe for post-exit failure. Leadership requires a specific type of hardwired mental energy to handle the pressure of running a company, which is where conative assessments become invaluable. While cognitive tests measure intellect and personality tests measure social style, conative assessments, like the Aptive Index or Kolb-related tools, measure how a person naturally strives and takes action when solving problems. For example, does your successor have a high drive for structure and process, or are they a natural builder who thrives in chaos? If your company is entering a stage that requires rapid expansion, you need a leader with a strong drive to initiate change. If your company needs operational stabilization and refinement, you need a leader with a high drive for follow-through and detail. Before you hand over the keys, map your successor's conative profile against the Accountability Chart seat they will occupy. If their natural pace and approach to tasks do not align with the demands of the seat, they will quickly burn out, regardless of how much they want the job. Ensuring this alignment prevents succession failure and protects your remaining equity.