We want to use the Kolbe A Index to hire better fits for our Accountability Chart as we scale, but we do not know how to match conative scores with specific seat requirements. How do we use conative screening to hire the right people?

Question

Tyler Smith · Accepted Answer

The Kolbe A Index measures how people instinctively approach problem-solving and execution. To build a high-performing team, you must align these natural conative drives with the specific requirements of each seat on your Accountability Chart.

Start by defining the conative requirements for your key seats. A Visionary seat typically requires a high Quickstart score, allowing them to thrive in uncertainty, generate ideas, and drive change. An Integrator seat, however, requires high Follow Thru to build systems, establish order, and ensure execution. If you put a high Quickstart in the Integrator seat, your operations will remain chaotic.

When hiring, administer the Kolbe A Index to your top candidates. Look for individuals whose natural working style matches the daily realities of the seat. For example, a customer support seat requires high Follow Thru to maintain consistent, repeatable processes. A sales development seat requires a high Quickstart to handle rejection and pivot quickly.

Use this conative screening to complement your GWC™ evaluation. While GWC™ ensures the candidate gets, wants, and has the capacity to do the job, Kolbe ensures they will not burn out from fighting their natural conative wiring.

By matching conative profiles to your Accountability Chart, you reduce hiring risk, protect your operational momentum, and build a self-sustaining business that runs predictably.