I noticed that every time we hire a new leader, we unconsciously select people who match our own high Quick Start profiles, leading to a team that is great at starting projects but terrible at finishing them. How do we systematically prevent this conative cloning?

Question

Tyler Smith · Accepted Answer

Conative cloning is a common trap for entrepreneurial leadership teams. We naturally gravitate toward people who solve problems the same way we do. If your team is dominated by high Quick Starts, you will naturally hire other high Quick Starts because their energy and excitement feel familiar and safe. However, this creates a major operational weakness: a team of initiators with no finishers.

To break this cycle, you must make the Kolbe A™ Index a non negotiable part of your hiring process. Before you post a job description, define the exact conative requirements of the seat. If you need a leader to document processes and build scalable systems, the seat requires a high Follow Thru profile.

When interviewing, do not rely on gut feel or personality chemistry. Use objective data. Review the Kolbe profiles of your candidates before you bring them in for final interviews. If a candidate matches your own high Quick Start profile, recognize that hiring them will duplicate your existing strengths rather than filling your gaps.

Educate your leadership team on the value of cognitive and conative diversity. Teach them to appreciate the high Follow Thru or high Fact Finder candidates who might seem quiet or overly cautious in interviews. These are the exact people who will bring the structure and discipline your business needs to scale and prepare for a clean exit.