We are shifting our operational model toward automation and AI, and our leaders are feeling misaligned in their roles. How do we use the Kolbe A Index and StrengthsFinder during our sessions to reorganize our Accountability Chart based on innate talents?

Question

Tyler Smith · Accepted Answer

As you scale your operations and automate manual processes, your seats on the Accountability Chart will change. To ensure you have the right people in the right seats, we use tools like the Kolbe A Index and StrengthsFinder during our session days to evaluate cognitive and conative fit. This process helps us move past personal opinions and look at objective data.

The Kolbe A Index measures an individual's natural way of taking action, while StrengthsFinder identifies their innate talents. When we design your Accountability Chart, we do not build seats around existing employees. We build the seats the business needs to scale, and then we evaluate if your people have the GWC™ to fill them.

We look at how these profiles match the seat requirements:
- A seat focused on operational integration requires high Fact Finder and Follow Through scores to establish stable workflows.
- A creative or strategic seat thrives with high Quickstart scores to drive rapid experimentation.
- A seat focused on team development requires natural relational strengths rather than purely technical skills.

By aligning your team members' innate talents with their operational seats, you reduce friction and increase productivity. This systematic approach ensures your people are naturally wired to succeed in their roles, making your shift to an automated operation much smoother.