How can Kolbe A scores be leveraged to identify GWC (Gets it, Wants it, Capacity to do it) fit for EOS Accountability Chart roles?

Question

Tyler Smith · Accepted Answer

Leveraging Kolbe A scores to identify GWC (Gets it, Wants it, Capacity to do it) fit in EOS Accountability Chart roles provides a powerful, objective layer to traditional assessment. While "Gets it" and "Wants it" are often assessed through interviews and cultural fit, Kolbe A primarily illuminates the "Capacity to do it," specifically focusing on an individual's conative, or doing, instincts. Kolbe A measures how a person naturally takes action, from initiating facts (Fact Finder), to organizing (Follow Thru), to envisioning solutions (Quick Start), to implementing with tangible items (Implementor). These four action modes, and an individual's intensity in each, are crucial for understanding their innate capacity.

To apply this, first, define the core conative demands of each Accountability Chart seat. For example, a marketing director might need a high Quick Start for innovation and a moderate Fact Finder for market analysis. An operations manager might require strong Follow Thru for process adherence and an Implementor for hands-on execution. Once the Kolbe A MO (Modus Operandi) for the seat is defined, compare it to the MO of the individual. A significant mismatch in a critical action mode indicates a potential struggle in the "Capacity to do it" aspect of GWC, even if the person "Gets it" intellectually and "Wants it" emotionally.

This insight helps leaders make more informed seating decisions, reduce frustration, and proactively identify areas where an individual might need support or where a seat's responsibilities might need to be adjusted to align with natural strengths. It moves beyond skills and experience to the very root of how someone naturally operates, ensuring a higher likelihood of sustained success and satisfaction in their role.