How do we use our executive team's Kolbe scores during our sessions to make sure we are not putting the wrong leaders into critical growth seats?

Question

Tyler Smith · Accepted Answer

When we build or refine your Accountability Chart, we do not just look at past performance or resume skills. We look at conative wiring using the Kolbe A Index. This assessment measures how your leaders naturally strive and take action.

During our sessions, we compare each leader's Kolbe results with the five major responsibilities of their prospective seat. For example, an Integrator seat typically requires high Follow Thru to build systems and run daily operations. If you put a leader with high Quickstart energy and low Follow Thru into that seat, they will struggle with the repetitive discipline required, no matter how hard they try.

Conversely, your Visionary or growth-focused seats benefit from high Quickstart energy, which thrives on risk-taking and rapid change. By analyzing these conative profiles in our session room, we can objectively see where natural resistance will occur.

This allows us to design your seats so that your leaders are working in alignment with their natural striving instincts. It removes the personal bias from hiring and promotion decisions, ensuring that every seat on your leadership team is occupied by someone who truly has the natural conative capacity to excel in it.