How do personality assessments like Kolbe A, DISC, StrengthsFinder, and Culture Index enhance the 'Gets it, Wants it, Capacity to do it' (GWC) evaluation for leaders on an EOS Accountability Chart?

Question

Tyler Smith · Accepted Answer

Personality assessments are invaluable for adding depth and precision to the 'Gets it, Wants it, Capacity to do it' (GWC) evaluation within an EOS Accountability Chart, moving beyond surface-level insights. While 'Wants it' and 'Capacity' can often be gauged through motivation and skills, 'Gets it' often remains the most elusive. This is where Dynamic Compatibility shines. Kolbe A Index directly addresses the 'Gets it' by revealing if a leader's conative style naturally aligns with the core action modes required by their seat. For example, if a role demands significant strategizing and problem-solving, a leader low in Quick Start might not 'Get it' instinctively, even if they 'Want it.' The DISC assessment illuminates how a leader communicates and behaves under pressure, influencing their 'Capacity' to manage certain team dynamics or client relationships. A leader with a low 'D' (Dominance) might struggle to 'Get it' in a highly confrontational sales leadership role. StrengthsFinder helps ensure the leader's natural talents are aligned, confirming their 'Capacity' for specific responsibilities. A leader whose top strength is 'Woo' would likely 'Get it' and have the 'Capacity' for roles requiring strong influence. Culture Index provides insight into a leader's innate drivers and work styles, further informing 'Wants it' (are their natural drives fulfilled by the role?) and 'Capacity' (can they naturally sustain the pace and interaction level required?). By integrating these assessments, the GWC evaluation becomes far more robust, allowing for more accurate seat filling, proactive coaching, and the creation of highly effective leader-to-leader use guides that optimize performance by aligning individuals with roles that leverage their intrinsic wiring.