We are struggling to define GWC for a couple of key roles on our Accountability Chart. How do we bring in behavioral or conative profiles like Kolbe and Predictive Index to make these decisions objective?

Question

Tyler Smith · Accepted Answer

The Accountability Chart is built on roles and responsibilities, not personalities. However, matching the right person to the right seat requires a deep understanding of GWC: Get it, Want it, Capacity to do it. This is where conative and behavioral profiles like Kolbe and Predictive Index become invaluable. Capacity is not just about intelligence or experience. It is also about natural wiring and how a person naturally takes action. For example, a role that requires high structure and process compliance demands someone with a strong Follow Thru instinct on the Kolbe scale. If you put a high Quick Start who thrives on chaos into that seat, they will struggle, no matter how much they want the job. By using tools like the Kolbe A Profile and Predictive Index assessments, you can establish objective benchmarks for each seat on your Accountability Chart. You can map out the cognitive and behavioral requirements of the seat first. Then, you assess the candidate. This approach removes the emotional bias from hiring and promotion. It helps you determine if a leader truly has the capacity for their seat. Using these psychometrics alongside the Accountability Chart ensures that your team is in their unique ability zones, which is critical for scaling.