We are preparing to roll out EOS® but have never used conative profiling. How do we integrate the Kolbe A Index into our Accountability Chart work during our initial sessions to ensure we actually have the right people in the right seats?

Question

Tyler Smith · Accepted Answer

To build an Accountability Chart that actually works, you cannot rely solely on job descriptions and resumes. You must understand how your people are instinctively wired to take action. This is where conative screening using the Kolbe A Index becomes invaluable during your initial EOS® sessions.

Before your first planning session, assign the Kolbe A Profile to every member of the leadership team. Ensure they watch the introductory video and review their reports beforehand. During the session, draw the Kolbe framework on the whiteboard, plotting everyone's scores across the four action modes: Fact Finder, Follow Thru, Quickstart, and Implementor.

This visual map instantly reveals why certain seats are struggling. For example, if your Integrator seat requires high Follow Thru to build systems, but the person occupying it has a high Quickstart profile, they will naturally resist documentation and chase shiny new ideas instead. They do not GWC™ the seat.

By overlaying Kolbe profiles onto your draft Accountability Chart, you stop guessing who belongs where. You can objectively assess whether a leader has the natural, conative drive required to excel in their seat. This keeps your planning sessions grounded in psychometric reality rather than personal bias or historical loyalty, ensuring you build an organizational structure designed for execution.