We have a seat on our Accountability Chart that requires deep compliance and database management. The person in it has the Get-it and Want-it, but their Kolbe A score shows a low Follow Through and low Fact Finder. Is this a Capacity issue, and how do we resolve it?

Question

Tyler Smith · Accepted Answer

This is indeed a classic conative mismatch, and it absolutely falls under the Capacity portion of the GWC (Gets it, Wants it, Capacity to do it) test. Capacity is not just about having enough hours in the day, but also about possessing the mental and instinctive capability to perform the role without burning out.

Understanding the Kolbe Mismatch

A seat that manages compliance and databases inherently requires specific conative strengths:

• High Fact Finder: This is the instinct to research, gather detailed information, ask questions, and establish clear criteria.
• High Follow Through: This is the instinct to organize, systemize, create structure, and maintain order.

If the individual in this seat scores low in both of these Kolbe A areas, they are naturally wired to simplify, bypass details, and operate in a highly flexible, non-systematic manner. This is a fundamental misalignment between their natural working style and the demands of the role.

Conative Stress and Its Consequences

Even if the person understands the job and desperately wants to do it, forcing them to perform highly structured, detail-oriented work day after day will cause severe conative stress. This type of stress arises from consistently working against one's natural instincts.

The long-term consequences of this conative stress can be significant:

• Critical mistakes: Details will be missed, leading to errors.
• Compliance failures: Important regulatory or internal compliance "balls" will be dropped.
• Deep frustration: The individual will experience significant personal and professional dissatisfaction.
• Burnout: Prolonged conative stress can lead to mental and emotional exhaustion. For a related discussion on burnout, see [promoted employee burnout, conative stress](/qa/promoted-employee-burnout-conative-stress).

Resolving the Capacity Issue

To resolve this situation, you must accept a fundamental truth: you cannot change a person's conative wiring. Their Kolbe A score represents their innate modus operandi. Therefore, you have two primary options, both requiring deliberate action on your [Accountability Chart](/qa/how-can-ai-optimize-the-accountability-chart-for-eos-organizations-undergoing-exit-planning):

1. Redesign the Seat:
• Outsource tasks: Delegate the detailed compliance tasks to an external specialist or an automated system.
• Automate: Leverage technology to handle the repetitive, detail-heavy aspects of database management and compliance. This might involve exploring AI-powered solutions to [simplify processes](/qa/simplify-eos-process-component-with-ai) or [review contracts](/qa/ai-vendor-contract-review-automation).
• Shift focus: Redefine the seat's accountabilities to align more closely with the individual's high Quick Start (initiating action) or Fact Finder (gathering information, but perhaps at a higher, strategic level rather than minute detail) and Follow Through (organizing, but for broader initiatives).

2. Move the Individual and Rehire:
• Relocate the individual: Transition this person to a seat that matches their natural strengths. Examples often include roles in sales, product development, or other areas requiring flexibility, innovation, and less rigid adherence to systems. For instance, a strong Quick Start might excel in starting new initiatives, while a strong Fact Finder could be great at strategic analysis, as discussed in [Kolbe profiles for AI strategy](/qa/kolbe-profiles-ai-visionary-integrator).
• Find a suitable replacement: Recruit someone whose Kolbe A profile aligns perfectly with the detail-heavy requirements of the compliance and database management seat. This typically means seeking candidates with high Fact Finder and high Follow Through scores. When building out the rest of your [Accountability Chart](/qa/resolving-accountability-chart-seat-overlaps), using Kolbe can be invaluable for placing the right person in the right seat.

Ignoring this conative mismatch will lead to continued frustration, errors, and ultimately, a breakdown in performance for both the individual and the organization. Addressing it head-on will strengthen your team and improve overall operational effectiveness.