We have a highly skilled executive who consistently fails to meet their quarterly Rocks because their seat does not fit their natural conative wiring. How do we use the Kolbe A Index during our session days to diagnose and resolve this alignment issue?

Question

Tyler Smith · Accepted Answer

When a highly skilled executive consistently fails to meet their quarterly Rocks, it is rarely a lack of effort or intelligence. More often, it is a mismatch between the requirements of their seat and their natural conative wiring. To diagnose this execution friction, we analyze the executive's Kolbe A Index during our session days. The Kolbe index measures an individual's natural, unchanging method of taking action. For example, if a seat requires a high level of detail, systemization, and research, but the executive in that seat is a high Quick Start who thrives on fast-paced, intuitive decision-making, there will be continuous operational friction. We compare the executive's four-digit Kolbe score with the five key roles defined on the Accountability Chart for their seat. If we identify a conative mismatch, we do not try to change the person. Natural talents and conative styles are enduring. Instead, we adjust the seat itself or relocate the executive to a position that aligns with their natural strengths. This might mean delegating specific detailed tasks to a supporting seat or reshaping their quarterly Rocks to leverage their natural wiring. By aligning your team's innate talents with your Accountability Chart, we eliminate operational friction and set your leaders up for consistent execution.