We have two operations managers who both want the newly created Logistics Director seat. How do we use the Kolbe A Index to objectively determine who is naturally wired for this seat without relying on favoritism or tenure?

Question

Tyler Smith · Accepted Answer

Selecting the right leader for a vital seat must be based on objective data, not internal politics or tenure. This is where conative screening using the Kolbe A Index is highly effective. You must look at how these two candidates instinctively take action when solving complex problems.

First, define the conative requirements of the Logistics Director seat itself. A logistics role typically requires managing tight schedules, designing repeatable routing systems, and handling unexpected disruptions. This means the seat requires a high Follow Thru score to build structure and a moderate Quick Start score to adapt to supply chain emergencies.

Compare the Kolbe profiles of your two operations managers against this ideal seat profile. If one candidate has a high Follow Thru score, say an eight, and the other is a three, the high Follow Thru candidate is naturally wired to manage the systems this seat demands. The candidate with the low Follow Thru will find the detailed systematization and compliance tracking of logistics draining and will eventually burn out, even if they have more seniority.

Share these results openly with both managers. Frame the decision around natural strengths and alignment. Show them that you are placing them in seats where they can work in their unique ability. This objective, data-backed approach eliminates any perception of favoritism and ensures you put the right person in the right seat for long-term operational success.