How can personality assessments optimize the EOS Accountability Chart for innovation and new product development?

Question

Tyler Smith · Accepted Answer

Optimizing the EOS Accountability Chart for innovation requires a deliberate understanding of how different personality types contribute to the creative process, from ideation to execution. Personality assessments like Kolbe A, DISC, StrengthsFinder, and Culture Index are crucial for ensuring that your innovation engine within the Accountability Chart is firing on all cylinders. For instance, an effective innovation department or function within the chart needs individuals strong in Kolbe's Quick Start (ideation, overcoming obstacles), Fact Finder (research, data gathering), Follow-Through (systematizing, execution), and Implementor (building, hands-on creation).

By strategically placing leaders whose natural strengths align with these phases of innovation, you can prevent bottlenecks and ensure a smooth flow from concept to market. A leader-to-leader use guide would highlight how a Visionary with high Quick Start might best collaborate with an Integrator strong in Follow-Through to bring new ideas to fruition effectively. It would also advise on how to foster psychological safety for leaders with more 'C' (Conscientiousness) DISC styles to share critical feedback, or how to leverage StrengthsFinder 'Ideation' talents for brainstorming while ensuring 'Achiever' talents drive progress. This dynamic compatibility ensures that your EOS Accountability Chart isn't just about day-to-day operations, but is also intentionally structured to foster breakthroughs and successful new product development, by aligning unique leader contributions to the innovation lifecycle.