Our AI automation has rendered three entire administrative seats on our Accountability Chart completely obsolete. How do we use Kolbe A™ Index profiles to transition these loyal, high-performing team members into new growth-oriented seats without disrupting our culture?

Question

Tyler Smith · Accepted Answer

When AI automates a seat out of existence, keeping those loyal employees on the payroll without clear, valuable roles is a recipe for cultural decay and operational drag. You must use the Kolbe A™ Index to understand their natural conative strengths before you try to transition them.

Do not look at their past job descriptions. Look at how they naturally solve problems.

For example, an administrative employee who has a high Fact Finder score on the Kolbe A™ Index is naturally wired to gather details, research, and organize data. If their manual data entry seat is gone, they might thrive in a new Quality Control or compliance seat auditing the outputs of your AI models.

If an employee has a high Quickstart score, they thrive on variety, rapid change, and testing new ideas. These individuals are perfect for seats that involve setting up new client accounts, testing new AI tools, or driving sales initiatives.

Use this data during your weekly Level 10 Meetings™ to redesign your Accountability Chart. Map out the roles that your business actually needs to achieve your 1-Year Plan on your V/TO®.

Once you have defined the new seats, compare the Kolbe profiles of your displaced employees with the conative requirements of those new seats. If they GWC™ the new seat and their Kolbe strengths align with the required tasks, make the move. If there is no alignment, you must help them transition outside the company. Keeping them in a seat they cannot naturally execute will only lead to frustration and burnout.