We want to redesign our Scorecard to better match our team's natural working styles, but we are unsure how to use conative profiles like the Kolbe Index to align our people with the numbers they track. How do we leverage these hardwired drives to improve our data reporting?

Question

Tyler Smith · Accepted Answer

Conation is the natural, hardwired way a person takes action when solving problems, and leveraging it is crucial for a healthy Scorecard. When you understand your team's Kolbe profiles, you can assign metric ownership and data collection duties in a way that aligns with their natural mental energy.

A leader with a high Fact Finder score naturally needs to study data, research historical precedence, and verify accuracy before moving forward. This person is highly suited to own complex, data-heavy metrics like profit margins, financial forecasting, and operational efficiency ratios. They will naturally keep clean, highly accurate records.

Conversely, a leader with a high Quick Start score thrives on risk, experimentation, and speed. They will quickly grow frustrated with meticulous daily data entry or tracking thirty tiny variables. If your visionary has a high Quick Start and low Follow Thru, do not make them responsible for manually pulling and entering weekly metrics. Instead, pair them with an administrative seat or an automated system that handles the data entry, allowing them to focus on interpreting the trends.

A high Follow Thru leader is naturally driven to build systems, procedures, and structures. They are the ideal choice to oversee the weekly Scorecard process itself, ensuring that all data is submitted on time and that the formatting remains consistent. Matching the metric and the reporting process to the person's conative drive ensures long-term commitment to the data.