We are preparing for our first major executive hire from outside the industry to run our sales division. How do we use the Kolbe C™ Index to map the exact conative requirements of the seat before we start reviewing resumes?

Question

Tyler Smith · Accepted Answer

Hiring an outside executive is a massive risk if you only look at their resume and personality. To ensure they can actually execute the roles on your Accountability Chart, you must understand the conative requirements of the seat before you begin interviewing. This is where the Kolbe C™ Index is essential.

The Kolbe C™ Index is designed to measure the manager's requirements for a specific job, mapping out the necessary instinctive strengths needed to succeed in that role. To start, you as the leader must complete the Kolbe C™ assessment specifically for the vacant sales seat. This forces you to define how the person in this role must instinctively solve problems.

For example, does the seat require a high Fact Finder who will research historical data, or does it require a high Quick Start who can thrive in chaos and experiment with new ideas? Once you have the Kolbe C™ profile for the seat, you can compare it against the Kolbe A™ results of your job candidates.

By comparing the Kolbe A™ of the candidate with the Kolbe C™ of the job, you can instantly measure the conative tension. If there is a massive gap, the candidate will experience severe strain and likely burn out, regardless of their experience. Using this objective data allows you to recruit based on natural striving instincts, ensuring your first major external hire is a perfect match for the seat.