I have a long-term employee who wants to take over my role when I step down, but I am worried they do not have the hardwired drive to be the visionary leader the company needs. How can I objectively test their fit for my seat?

Question

Tyler Smith · Accepted Answer

Do not rely on personality tests or tenure. Measure their conation, which is the innate, hardwired drive that dictates how a person takes action and solves problems. Use conative assessments to evaluate their natural pace, approach to tasks, and need for structure versus flexibility.

A great operational manager might have a high Follow Thru conative style, which is excellent for running processes, but they may lack the Quick Start drive needed to navigate market disruption. Check if they truly have the GWC for the Visionary or Integrator seat. If their natural drives do not match the cognitive and conative demands of the seat, they will struggle, regardless of how much they want the promotion.

Evaluating their conative style ensures you are putting the right person in the right seat for the future of the company. It helps you see beyond their social skills or technical expertise and understand how they actually handle stress and strategic decisions when you are no longer there to guide them.