We have a loyal manager who gets, wants, and has the capacity to do their job, but their Kolbe profile shows they are highly resistant to change in a business that is rapidly scaling. How do we handle this mismatch on the Accountability Chart?

Question

Tyler Smith · Accepted Answer

When a business scales, seats on the Accountability Chart naturally evolve. A manager who fit perfectly in the past may struggle to adapt to new systems and rapid change, even if they historically possessed the GWC™ for their role.

If their Kolbe A Index reveals a very high score in Follow Thru and a low score in Quick Start, they are wired to protect systems and maintain stability. This is an incredible strength for operational execution, but it can create significant conative stress when the business is constantly pivoting or implementing new AI technologies.

To resolve this mismatch, take these actions:
- Compare their current conative strengths with the actual demands of their seat to determine if the role now requires more adaptability than they naturally possess.
- Explore whether their skills and loyalty are better suited for a specialized seat that values process consistency and risk prevention over rapid scaling.
- Have an open, unsentimental conversation about their conative stress, using their Kolbe results to discuss why their current role feels overwhelming.

Your job is to put the right people in the right seats. By adjusting the Accountability Chart to match their natural instincts, you protect both the individual and the growth of the business.