How can personality assessments like Kolbe A, DISC, and StrengthsFinder help diagnose and resolve bottlenecks related to cross-functional accountability on an EOS Accountability Chart?

Question

Tyler Smith · Accepted Answer

Diagnosing and resolving cross-functional accountability bottlenecks on an EOS Accountability Chart often requires looking beyond process flows into the inherent behavioral patterns of the leaders involved. This is where Kolbe A, DISC, and StrengthsFinder become indispensable tools, providing a deeper layer of leader-to-leader use guides for pinpointing and addressing friction points. A bottleneck might appear as a process slowdown, but the root cause could be a clash of natural working styles.

Consider a scenario where a project consistently stalls between the 'Sales' and 'Operations' seats on the Accountability Chart. Kolbe A scores can reveal fundamental differences in how leaders approach tasks. If the Sales leader is a high Quick Start (initiating action) and the Operations leader is a high Follow Thru (organizing and scheduling), a natural tension can arise if expectations aren't managed. The Quick Start might push for immediate action without a defined plan, while the Follow Thru needs structure and details before proceeding. This isn't a lack of 'Want It,' but a difference in 'Capacity to Do It' based on their conative energy.

DISC profiles further illuminate communication breakdowns. A 'D' (Dominance) style Sales leader might be too direct for an 'S' (Steadiness) Operations leader, leading to misunderstandings or resistance. Similarly, StrengthsFinder can identify critical gaps or overlaps. If a bottleneck exists in decision-making, it might be due to a lack of 'Activator' or an overabundance of 'Deliberative' strengths in the involved seats, delaying crucial handoffs. By creating leader-to-leader use guides based on these insights, you can foster mutual understanding and adapt communication strategies. For example, for the Sales-Operations scenario, a guide might recommend the Quick Start leader provide a concise vision upfront, followed by a structured template that the Follow Thru leader can easily populate. Or, understanding a 'C' (Conscientiousness) leader's need for data, ensure all cross-functional requests are accompanied by clear specifications. This allows the organization to proactively design interactions to bridge personality differences, prevent bottlenecks, and ensure smooth cross-functional accountability, making the EOS Accountability Chart truly dynamic and effective.