We are looking to hire a new operational manager but our leadership team is split on the type of person we need. How do we use conative screening and the Kolbe Index to define the exact wiring required for this seat?

Question

Tyler Smith · Accepted Answer

Hiring based on resumes and interviews alone often leads to a poor fit because you are assessing cognitive skills and personality rather than how the person is instinctively wired to take action. To define the right conative profile for your new operational manager, you must run a conative screening process.

Start by having the supervisor of the seat complete a Kolbe C Index. This assessment measures the supervisor's expectations of how the job should be done, establishing a baseline for the required conative action.

Next, analyze your current leadership team's conative makeup. If your team is heavy on Quickstart types who generate ideas but struggle to finish them, you need an operational manager who is high in Follow Thru. This person will naturally build systems, establish order, and ensure projects get across the finish line.

Once you have identified the target conative profile, administer the Kolbe A Index to your final candidates. Look for candidates whose natural Modus Operandi matches the requirements of the seat. If the job requires highly detailed process work, hiring a candidate with a high Fact Finder and high Follow Thru score will prevent conative stress and ensure they thrive in their seat.