We have built our Accountability Chart™ but we are unsure how to use behavioral profiles to design a proactive talent strategy before we begin recruiting. How do we translate our three-year V/TO® goals into specific behavioral targets for the seats we will need to hire next year?

Question

Tyler Smith · Accepted Answer

Many leadership teams build their Accountability Chart™ for today, but fail to design the talent strategy required to support their future growth. To scale successfully, you must align your long-term vision on the V/TO® with the behavioral and cognitive profiles of the people who will execute it.

Start by reviewing your three-year picture on the V/TO®. Look at the new operational capabilities, market expansions, or technical systems you need to build to reach those targets. This will reveal the new seats that must be added to your Accountability Chart™ over the next twelve to twenty-four months.

Next, use behavioral science tools like the Predictive Index to design objective targets for those future seats before you start interviewing candidates.

- Define the behavioral traits required for success in each seat. Does the seat require a highly detail-oriented worker or a fast-moving risk-taker?
- Establish cognitive job targets to determine the mental horsepower and problem-solving speed needed to handle the complexity of the role.
- Create a clear timeline for when these seats must be filled to prevent your current leadership team from running out of capacity.

By proactively designing these behavioral profiles, you ensure that you hire the right people for your future company, rather than panic-hiring based on resumes when your team is already burning out.