How can Kolbe A profiles optimize an EOS Accountability Chart for improved innovation and problem-solving?

Question

Tyler Smith · Accepted Answer

Optimizing an EOS Accountability Chart for innovation and problem-solving requires more than just assigning roles, it demands placing individuals where their natural modus operandi, or conation, can thrive. Kolbe A profiles are particularly powerful here because they measure how individuals naturally initiate action, not their skills or preferences. To foster innovation, an Accountability Chart needs a balance of different Kolbe instincts. For instance, a team loaded with high Fact Finders might excel at gathering data but struggle to initiate new ideas or quickly implement solutions. Conversely, too many high Quick Starts might generate many ideas but lack the follow through for meticulous execution.

To optimize, first identify the specific innovation or problem-solving processes within your Accountability Chart, such as the Issue Solving Track, strategic planning, or product development. Then, map the Kolbe A scores of team members to these process steps. For example, assign high Fact Finders to research and data analysis, high Follow Thrus to process definition and quality control, high Quick Starts to brainstorming and ideation, and high Implementors to hands-on prototyping and execution. Develop leader-to-leader use guides that explain how each Kolbe Action Mode contributes uniquely to innovation. These guides can help leaders consciously leverage diverse conative strengths, ensuring that all phases of innovation, from ideation to implementation, are covered effectively. This strategic placement not only enhances output but also increases individual job satisfaction and engagement by allowing people to work 'in their zone of genius,' accelerating innovation within your EOS framework.