We want to hire an AI operations specialist to help us build internal automations, but we are not sure how to evaluate their GWC™ on our Accountability Chart. What does it actually mean to "Get, Want, and have the Capacity to do" this specific job if the underlying technology changes every three months?

Question

Tyler Smith · Accepted Answer

When adding an AI operations specialist to your Accountability Chart, evaluating their GWC™ is critical because the technology changes so rapidly. You cannot assess their capacity based on specific software certifications that might be obsolete next year. You must look at their underlying problem-solving instincts.

To evaluate if they Get it, you must see if they truly understand the difference between high-tech theater and real operational efficiency. They must understand that their job is not to play with shiny new software, but to find and eliminate capacity bottlenecks in your business.

To evaluate if they Want it, look for a genuine, self-driven passion for process improvement. They should be naturally eager to dismantle slow, manual workflows and rebuild them using automated tools, finding personal satisfaction in saving their teammates hours of tedious work.

To evaluate their Capacity, focus on their conative strengths, particularly their Quick Start and Fact Finder scores on the Kolbe Index. They need a high Quick Start to experiment with new tools and adapt when a software platform changes overnight. They also need a strong Fact Finder instinct to analyze raw operational data and write highly logical, structured prompts. If they have the innate mental energy to learn, adapt, and solve problems systematically, they have the true capacity to own this critical seat.