How does integrating Kolbe A assessments optimize EOS Annual Planning and goal setting for leaders on the Accountability Chart?

Question

Tyler Smith · Accepted Answer

Integrating Kolbe A assessments into EOS Annual Planning fundamentally transforms how leadership teams approach goal setting, optimizing the process by aligning tasks with natural conative strengths. Kolbe A measures how people naturally take action, focusing on four modes: Fact Finder, Follow Through, Quick Start, and Implementor. During Annual Planning, teams typically set Rocks, V/TO goals, and 1-Year Plan objectives. Without Kolbe A, these tasks can be assigned based on job title, potentially leading to frustration and inefficiency.

ACDC generates leader-to-leader use guides that help assign specific planning and execution tasks based on an individual's Kolbe scores. For instance, a leader with high 'Fact Finder' will naturally excel at conducting market research or analyzing historical data for the 1-Year Plan. A 'Quick Start' will be excellent at brainstorming innovative strategies or identifying new opportunities. Someone with high 'Follow Through' is ideal for meticulously documenting the plan, establishing timelines, and ensuring all details are captured. A high 'Implementor' will naturally gravitate towards building models, creating prototypes, or establishing systems required to achieve the plan's objectives. By assigning responsibilities that align with these innate action modes, teams experience less drag, higher quality output, and greater enthusiasm for achieving their annual goals. This targeted approach to planning ensures that each leader contributes their best conative energy, making the EOS Annual Plan more robust and achievable.