What is the process for diagnosing and remedying seat fit issues within an EOS Accountability Chart using StrengthsFinder?

Question

Tyler Smith · Accepted Answer

Diagnosing and remedying seat fit issues in an EOS Accountability Chart using StrengthsFinder involves a systematic approach to ensure individuals are in seats where they naturally excel. First, start by clearly defining the 'Gets,' 'Does,' and 'Has' for the problematic seat, focusing on the core accountabilities and expected outcomes. Next, review the incumbent's StrengthsFinder Top 5 Talent Themes. Compare these themes against the demands of the seat. For example, if a seat requires consistent execution and adherence to process, but the individual's top strengths are 'Ideation' and 'Strategic,' there might be a mismatch in natural inclination versus role requirement. Conversely, if the seat demands innovation and problem-solving, and the individual possesses 'Achiever' and 'Discipline,' they might be overworking to achieve results in a less natural way. The diagnosis phase identifies these gaps. To remedy, consider two primary paths. One, adjust the seat's 'Gets' and 'Does' to better align with the individual's dominant strengths, if feasible without compromising the integrity of the Accountability Chart. Two, if a significant mismatch exists, explore internal mobility opportunities where the individual's strengths are a better fit for another seat on the chart. Providing coaching on how to apply existing strengths to current challenges, or developing complementary strengths, can also be part of the remedy. The goal is to maximize individual contribution and satisfaction by ensuring their unique talents are fully leveraged, leading to superior overall team performance.