How can personality assessment data identify and resolve collaboration breakdowns on an EOS Accountability Chart?

Question

Tyler Smith · Accepted Answer

Effective collaboration is the lifeblood of an EOS organization, especially within the leadership team structured by the Accountability Chart. When breakdowns occur, they often stem from underlying communication styles, problem-solving approaches, or work preferences that clash. Personality assessments like DISC, Kolbe A, and StrengthsFinder provide a diagnostic lens.

For instance, a DISC analysis might reveal a team member with a high 'D' (Dominance) style clashing with a high 'S' (Steadiness) style, where the former prefers direct, rapid decisions and the latter values consensus and stability. A Kolbe A assessment can highlight conflicts where a quick-start 'Fact Finder' is frustrated by a methodical 'Follow Thru' in project initiation. Similarly, StrengthsFinder can show how a leader strong in 'Activator' might feel stifled by a leader strong in 'Deliberative', leading to perceived inertia or recklessness.

To resolve these, the data is used to create a leader-to-leader use guide. This guide outlines each leader's natural working tendencies and provides strategies for bridging gaps. For the DISC example, the guide might suggest the 'D' person actively solicit input from the 'S' person, giving them time to process, while the 'S' person learns to present concerns concisely. With Kolbe, the guide could define specific roles based on innate instincts for different stages of a project. This proactive understanding fosters empathy, refines communication protocols, and helps leaders adjust their approaches to optimize collective performance, ultimately strengthening the entire Accountability Chart.