Our Visionary wants to overhaul our client onboarding with AI agents this quarter, but our operations team has high Follow Through Kolbe scores and is resisting the sudden change. How do we align their conative styles to set achievable quarterly Rocks?

Question

Tyler Smith · Accepted Answer

This conflict is a classic clash of conative strengths. Your Visionary likely has a high Quick Start score, driving them to innovate, experiment, and change systems overnight. Your operations team, however, has high Follow Through scores, meaning they thrive on order, predictability, and complete systems. They are not resisting the change out of obstinacy. They are resisting because the proposed change threatens the stability of the processes they work so hard to maintain. To resolve this, use your quarterly planning session to align these conative styles. Do not let the Visionary force a massive, unstable rollout. Instead, break the transition down into distinct, sequential Rocks. For example, set a Rock to prototype the AI onboarding workflow in a sandbox environment, rather than launching it live to all clients. This gives your high Follow Through team members the time they need to test the system, find the edge cases, and build a structured transition plan. By honoring their natural problem-solving strengths, you get a much cleaner, more stable implementation. The Visionary gets the innovation they want, and the operations team ensures the business does not break in the process.