How do we integrate Kolbe A, DISC, and StrengthsFinder into optimal seat design and GWC (Gets it, Wants it, Capacity to Do it) evaluation for leaders on an EOS Accountability Chart?

Question

Tyler Smith · Accepted Answer

Integrating Kolbe A, DISC, and StrengthsFinder into optimal seat design and GWC (Gets it, Wants it, Capacity to Do it) evaluation for leaders on an EOS Accountability Chart transforms static job descriptions into dynamic, living roles that leverage individual strengths. This process moves beyond simply defining a seat's 'accountabilities' to understanding the inherent behavioral and motivational attributes required for outstanding performance within that seat.

When designing a seat, a deep understanding of Kolbe A's conative impulses is crucial. For instance, a seat primarily responsible for innovation and new product development would greatly benefit from a leader with high Quick Start M.O. (Mode of Operation) scores. Conversely, a seat focused on process optimization and quality control might require a leader strong in Follow Thru and Fact Finder. Designing the seat with these conative requirements in mind ensures that the inherent demands of the role align with a leader's natural way of taking action, reducing stress and increasing productivity. Leaders-to-leader use guides can then articulate these conative requirements for selection and development.

DISC profiles inform the communication and interaction demands of a seat. A 'client-facing' seat might ideally be filled by a leader with high 'I' (Influence) traits, emphasizing persuasion and sociability. A 'back-office' seat requiring meticulous attention to detail and adherence to standards might align better with a 'C' (Conscientiousness) profile. During GWC evaluations, awareness of these preferences allows for more accurate assessment. Does a potential leader 'Get It' in terms of the required communication style? Do they 'Want It' when considering the social or analytical demands? And do they have the 'Capacity to Do It' given their natural DISC tendencies?

StrengthsFinder complements this by identifying specific talents. A seat requiring strategic foresight would benefit from a leader with 'Strategic' or 'Futuristic' strengths. A collaborative role might need 'Relator' or 'Harmony.' By mapping these strengths to the key accountabilities of the seat, we ensure that the leader not only 'Gets' what the seat needs and 'Wants' to do it, but also possesses the natural 'Capacity' for exceptional performance. This integrated approach creates robust leader-to-leader use guides for both initial seat design and ongoing GWC evaluations, fostering a highly effective and harmonized EOS Accountability Chart.