We are designing a new seat for AI-powered operations, but our Predictive Index data shows that the current manager we want to place there lacks the cognitive pace required for rapid tech shifts. Do we ignore the data or find someone else?

Question

Tyler Smith · Accepted Answer

Ignoring psychometric data is a classic way to pay what Keith Cunningham calls a dumb tax. If your Predictive Index behavioral and cognitive targets show a significant mismatch for a highly complex, fast-changing seat, you are setting that manager up to fail.

An AI Operations seat requires a high cognitive ability because the technology, tools, and processes are evolving weekly. The seat owner must process complex data, learn new systems rapidly, and make quick strategic pivots.

If your current manager has a lower cognitive score than the seat target, they will suffer from intense conative stress. They will struggle to keep up, leading to operational bottlenecks and burnout.

You must put the structure first. The seat requires a specific cognitive profile for the business to win.

Instead of forcing the wrong person into the seat, look for a different seat where their behavioral and cognitive strengths are an asset.

They might be highly effective in a client success or account management seat where deep relationship building and steady execution are valued more than rapid technological adaptation.

Then, run a targeted search for the AI Operations seat, using your behavioral and cognitive targets to filter candidates.

Your people decisions must be driven by data and objectivity, not by wishful thinking or a desire to avoid a difficult conversation.