I am choosing between two internal candidates to take over my seat when I exit. How do I use conative assessments to determine which one has the natural drive to scale the business?

Question

Tyler Smith · Accepted Answer

Selecting a successor requires looking beyond personality and cognitive skills. You must evaluate conation, which is the hardwired, instinctual way a person takes action and solves problems when free to do so. Unlike learned behaviors, conative drives are stable over time. To determine which candidate is best suited to lead, assess their natural pace, approach to tasks, and innate tendencies toward structure. A successful leader needs to match the demands of the seat on your Accountability Chart. If your company requires rigorous systemization and process optimization during the transition, you need a candidate with a strong Follow Thru instinct. This individual will naturally organize, simplify, and build sustainable operational frameworks. If your growth strategy requires rapid market expansion and pivoting, you may need someone with a stronger Quick Start instinct who thrives on risk and innovation. Do not guess at these traits. Use objective conative assessments to measure their drive for precision, their need for structure, and their motivation to influence outcomes. Aligning the candidate's natural conative strengths with the strategic goals of the business ensures a seamless transition.