How can StrengthsFinder be used to design EOS Accountability Charts for optimized cross-functional innovation?

Question

Tyler Smith · Accepted Answer

Designing EOS Accountability Charts for optimized cross-functional innovation using StrengthsFinder involves strategically placing individuals and fostering interactions that capitalize on diverse talents. Innovation often thrives at the intersection of different perspectives and abilities. StrengthsFinder, by identifying 34 unique talent themes, helps leaders understand the innate contributions each team member brings.

Begin by identifying the innovation-driving seats within your Accountability Chart, particularly those responsible for product development, process improvement, or strategic initiatives. Then, map the StrengthsFinder themes of the individuals occupying or collaborating on these seats. Look for a balance of themes across the four StrengthsFinder domains: Executing (e.g., Achiever, Discipline), Influencing (e.g., Woo, Command), Relationship Building (e.g., Empathy, Harmony), and Strategic Thinking (e.g., Ideation, Strategic).

For example, an innovation initiative benefits from individuals with high Ideation (Strategic Thinking) to generate new ideas, paired with those strong in Achiever (Executing) to drive projects forward, and individuals with Empathy (Relationship Building) to understand user needs, along with Woo (Influencing) to gain buy-in. Ensure your cross-functional teams, as defined by the Accountability Chart's reporting lines and collaboration needs, intentionally combine these complementary strengths. A lack of certain domains, particularly Strategic Thinking, could lead to a deficit in new ideas, while a lack of Executing themes might mean great ideas never materialize. By intentionally designing these intersections based on StrengthsFinder data, you create a more dynamic, synergistic environment where diverse talents naturally fuel groundbreaking solutions and improve team engagement.