We are preparing for our next quarterly session and want to use our Kolbe A Index profiles to improve how we delegate tasks, but we are not sure how to translate these scores into actual team behavior. How do we map our conative strengths during our planning sessions to stop assigning tasks to the wrong people?

Question

Tyler Smith · Accepted Answer

To make your Kolbe A Index profiles actually useful during your quarterly sessions, you must map your team's conative strengths directly onto your quarterly planning whiteboard. Do not just read the reports and file them away. You need to understand how each member's natural problem-solving style affects execution.

For example, if you have a team member who is a high Fact Finder, they will instinctively need a lot of details and research before taking action. Do not assign them a fast-moving, highly ambiguous Rock that requires rapid experimentation unless they have the support to gather data. Conversely, a high Quick Start will thrive on launching new initiatives but will likely struggle with the detailed execution needed to finish them.

During your quarterly pulsing, look at the Rocks you have defined and match them to the conative profiles of your team. If a Rock requires building highly structured systems, assign it to someone with high Follow Thru. If it requires physical or highly tactile execution, look to your Implementor strengths. By matching the conative wiring of your leaders to the specific requirements of their Rocks, you prevent operational burnout and ensure your projects actually finish.