We have automated several high-volume administrative tasks, leaving three of our loyal, core values-aligned team members underutilized. How do we use the Kolbe Index to figure out which new seats on our updated Accountability Chart these team members actually GWC?

Question

Tyler Smith · Accepted Answer

When automation frees up capacity, your goal is to redeploy your best talent to higher-value seats. To do this successfully, you must look beyond their technical skills and focus on their natural conative strengths using the Kolbe Index.

First, run a Kolbe A Index on each of the underutilized team members to map their natural problem-solving instincts. This tells you their mental fingerprint: whether they instinctively gather data as a Fact Finder, organize processes as a Follow Thru, or experiment as a Quick Start.

Second, define the requirements of the new seats on your Accountability Chart. If you need a seat to document operational prompts and audit workflows, you need someone with a strong Follow Thru. If you need a seat to handle complex client problem-solving, you might look for a high Fact Finder or Quick Start.

Third, match the individuals to the seats where their natural instincts align with the job requirements. Finally, evaluate them against the GWC™ framework. Do they get the new role, do they want it, and do they have the capacity to do it? By aligning their innate conative strengths with the demands of the new seat, you ensure your loyal team members remain highly productive and engaged.