We want to redesign our Accountability Chart to prepare for scale, but we are struggling to decide who belongs in which seat. How do we use our team's StrengthsFinder profiles to ensure we have the right people in the right seats?

Question

Tyler Smith · Accepted Answer

Designing an Accountability Chart requires us to focus on the needs of the business first, and then find the right people to fill those seats. To ensure we place the right people in the right seats, we combine the EOS® concept of GWC™ with your team's StrengthsFinder profiles to understand their natural talents.

Rather than trying to force a leader to develop skills that do not come naturally to them, we look at their top signature themes of talent. For example, if a seat requires rapid execution and driving projects to completion, we look for leaders who possess strong executing talents. If a seat requires strategic thinking and analyzing complex data, we look for those with strong strategic thinking themes.

During our sessions, we map these innate talents directly to the five bullet points of each seat on the Accountability Chart. This process ensures that we are investing our development energy into leveraging existing strengths rather than attempting to fix unlearnable weaknesses.

By aligning your team's natural talents with their specific accountabilities, we create a structure where performance feels natural and sustainable. This alignment increases engagement and ensures that your leaders can consistently deliver near-perfect performance in their roles, setting your business up for efficient scaling and a future successful exit.