We are looking to fill key seats on our Accountability Chart to prepare for our eventual exit, but we want to avoid costly hiring mistakes. How do we use the Kolbe A Index during our quarterly sessions to ensure new hires have the correct natural wiring for these critical roles?

Question

Tyler Smith · Accepted Answer

During our sessions, we do not just look at a candidate's resume or past experience. We evaluate their conative wiring using the Kolbe A Index. This tool measures an individual's innate, unchanging method of taking action. When we design seats on your Accountability Chart, we define the exact behavioral requirements needed for that seat to succeed. We then use the Kolbe profiles to match candidates to those requirements. For example, a visionary seat often requires a high Quick Start score to drive innovation and change. Conversely, an integrator or operations seat typically requires a high Follow Through score to build systems, organize procedures, and maintain order. By analyzing these four digit scores during our strategic planning, we can predict exactly how a person will react under pressure. This prevents you from hiring a highly intelligent person who is cognitively capable but conatively misaligned with the seat. We look at whether a candidate's natural mode of action matches what the seat demands daily. This level of precision is especially critical when preparing for an exit, as you cannot afford to have key seats fail during due diligence. Using this method allows us to build an executive team that is naturally aligned, reducing internal friction and ensuring operational stability.