Our operations lead has the right core values and wants her seat, but she is constantly struggling to keep up with our new, fast-paced workflow systems. How do we use conative screening tools like the Kolbe Index to diagnose if this is a fixable training issue or a fundamental seat mismatch?

Question

Tyler Smith · Accepted Answer

When a leader passes your Core Values and gets and wants their seat, but still struggles with execution, the issue is often conative. Conative tools like the Kolbe Index measure an individual's innate, unchanging method of operation when they are striving to solve problems. This is distinct from intelligence or personality.

Your operations lead may be struggling because the natural way she takes action does not match the conative requirements of the seat. For example, if your new workflows require rapid, adaptive decision-making with minimal information, the seat demands a high Quick Start score. If her Kolbe profile reveals she is a high Fact Finder and Follow Thru, she will instinctively need to gather deep data and build structured systems before acting, which will make her feel paralyzed in a fast-paced environment.

This is not a training issue. You cannot train someone to change their conative instincts. If there is a fundamental mismatch between her natural instincts and the daily reality of her seat roles on the Accountability Chart, she will continue to struggle and experience burnout.

Use this data to make an objective decision. If the mismatch is severe, you must transition her to a seat where her natural conative strengths are an asset, such as system architecture, compliance, or finance, where high Fact Finder and Follow Thru skills are highly valuable.