We have people in the right seats according to our Accountability Chart, but certain team members are driving each other crazy because of how they solve problems. How do we use the Kolbe Index to resolve this operational friction?

Question

Tyler Smith · Accepted Answer

When you have people who GWC™ their seats but still clash, you are experiencing conative friction. Conation is the innate way people take action, and it has nothing to do with intelligence or personality. We use the Kolbe Index to measure this natural problem-solving style.

- If you have a visionary who is a high Quick Start, they instinctively solve problems by experimenting, taking risks, and moving fast. If their direct report is a high Fact Finder, they solve problems by gathering details, researching, and mitigating risk.

- Without understanding these natural instincts, the visionary thinks the employee is slow and resistant, while the employee thinks the visionary is reckless and chaotic.

- To resolve this, map your team's Kolbe profiles on a whiteboard. Show the team where their instincts align and where they conflict.

- Teach them to value these differences. The high Fact Finder is not trying to kill the visionary's idea; they are trying to protect the business by making sure it actually works.

By understanding each other's Modus Operandi, you can design workflows that leverage everyone's strengths, reduce conative stress, and build a highly collaborative leadership team.