We are building our Accountability Chart™ for scale, but we are unsure if our current team members have the natural problem-solving instincts needed for their new, elevated seats. How do we use conative profiles like the Kolbe Index to align their natural strengths with their seat responsibilities?

Question

Tyler Smith · Accepted Answer

As you scale and restructure your Accountability Chart™, cognitive ability and industry experience are not enough to guarantee success in an elevated seat. You must also understand a person's conative wiring, which is their natural, instinctive way of taking action. This is where tools like the Kolbe Index are invaluable. By assessing your team members across the four Kolbe action modes, which are Fact Finder, Follow Thru, Quickstart, and Implementor, you can see how they approach problem-solving under pressure. For example, a seat that requires rapid execution and managing constant change, like a marketing or sales role, needs someone with a high Quickstart score. Conversely, an operational or financial seat that requires building repeatable systems and maintaining strict processes needs someone with a high Follow Thru score. If you put a high Quickstart leader into a highly structured Follow Thru seat, you will cause them immense conative stress, and they will eventually burn out or fail. Use these conative profiles to map your current team to the right seats on the Accountability Chart™, ensuring that their natural strengths match the daily demands of their roles.