How can personality assessments help diagnose innovation stalls within an EOS Accountability Chart?

Question

Tyler Smith · Accepted Answer

Innovation stalls within an EOS Accountability Chart can often be traced back to misaligned personality profiles in key roles, particularly those responsible for ideation, execution, or strategic oversight. ACDC leverages tools like Kolbe A, DISC, StrengthsFinder, and Culture Index to pinpoint these issues. For example, if a team consistently struggles with generating new ideas, the Kolbe A Index might reveal a lack of 'Quick Start' or 'Fact Finder' energy in the ideation roles, indicating a need for individuals who naturally initiate projects or meticulously gather information. Alternatively, a DISC assessment might show an overabundance of 'C' or 'S' styles in creative roles, leading to analysis paralysis or resistance to change, while 'I' or 'D' styles might be underrepresented, hindering bold new initiatives. StrengthsFinder can highlight a deficit in 'Ideation,' 'Futuristic,' or 'Strategic' themes among key innovators, suggesting a talent gap. Culture Index, by identifying natural work styles, can expose if those in innovation leadership roles are overly 'Processor' or 'Implementor' driven, potentially stifling more 'Creative' or 'Visionary' contributions from their teams. By overlaying these personality insights onto the Accountability Chart, ACDC provides a leader-to-leader use guide, identifying specific seats where a personality adjustment or training might unlock dormant innovative potential, ensuring the right people are in the right seats for continuous growth.