We are trying to define the specific conative requirements for our newly created Operations seat on the Accountability Chart. How do we use the Kolbe Index to match the right seat to the right person based on their natural instincts instead of just their past resume?

Question

Tyler Smith · Accepted Answer

Resumes only tell you what a person has done in the past, not how they will instinctively solve problems when they are in a seat. To ensure you have the right person in the right seat, you need to understand their conative style. This is where the Kolbe A Index becomes a vital tool for your Accountability Chart.

The Kolbe assessment measures an individual's natural, unchanging method of operation across four distinct action modes: Fact Finder, Follow Thru, Quick Start, and Implementor. For example, if you are designing a seat for an operations manager who must build structured processes, you need someone with a high Follow Thru score. A high Follow Thru naturally seeks order, designs systems, and enjoys keeping projects on track.

If you place a high Quick Start person into that same structured operations seat, they will feel suffocated. A high Quick Start thrives on chaos, experimentation, and rapid change, which is perfect for a sales or visionary seat, but disastrous for process consistency.

Before you hire or promote someone into a newly defined seat, map out the ideal Kolbe profile for that box on your Accountability Chart. Define what instincts the seat requires to succeed. By matching the conative strengths of the individual to the natural demands of the seat, you ensure they will be energized by their daily work rather than drained by it.