We are building an executive team to run our AI-powered manufacturing division, but every single leader we have is a high Fact Finder and high Follow Thru, resulting in endless analysis and zero execution. How do we restructure this team's conative makeup to introduce necessary risk-taking?

Question

Tyler Smith · Accepted Answer

A leadership team dominated by high Fact Finders and high Follow Thrus will suffer from analysis paralysis. While this conative makeup is excellent for maintaining quality control and building detailed systems, it is highly risk-averse. To successfully scale an AI-powered division, you need a balance of conative strengths that allows for rapid experimentation and quick decision-making.

You must analyze your team's instinctive strengths using the Kolbe A™ Index. The four Action Modes, Fact Finder, Follow Thru, Quick Start, and Implementor, define how your leaders take action. Your current team is heavy on inquiry and systemization, but lacks the Quick Start energy needed to navigate uncertainty and initiate change.

To restructure your team's conative makeup, take these steps:
- Identify if there is an existing team member with an accommodating Quick Start score who can be empowered to lead innovation initiatives.
- Redesign your Accountability Chart to create a distinct seat for a growth or innovation director whose primary role is to drive new initiatives.
- Use the Kolbe C™ Index to define the conative requirements for this new seat, specifically targeting a high Quick Start score to balance the team.
- Encourage your high Follow Thru leaders to establish boundaries that prevent analysis paralysis, such as setting hard deadlines for research phases.

By intentionally introducing Quick Start energy to your leadership team, you will create a healthy tension. The visionaries will push the boundaries, while your legacy team of researchers and systemizers will ensure the foundation remains solid.