How can personality assessments like Kolbe A and DISC be used to troubleshoot previously unrecognized 'gaps' in an existing EOS Accountability Chart?

Question

Tyler Smith · Accepted Answer

Personality assessments such as Kolbe A and DISC are excellent diagnostic tools for troubleshooting previously unrecognized 'gaps' in an existing EOS Accountability Chart. Often, an Accountability Chart might appear structurally sound, but the team still experiences bottlenecks, communication breakdowns, or a lack of certain functional outputs. These are frequently 'personality gaps' rather than skill gaps.

For example, if a team consistently struggles with initiating new projects despite having strong executors, a review of Kolbe A scores might reveal a collective low 'Quick Start' index among the key leadership seats. This indicates a natural inclination towards refining existing processes rather than generating new ones, highlighting a 'doer' strength but a 'creator' weakness. Similarly, if there's frequent interpersonal conflict or miscommunication, DISC profiles could reveal a heavy concentration of 'D' styles clashing without enough 'S' or 'C' styles to facilitate harmony or detailed planning. By analyzing the aggregate personality profiles of the leadership team against the demands of the Accountability Chart, unrecognized voids in essential working styles - whether it's an absence of natural problem-solvers, meticulous planners, or influential communicators - become apparent. This allows leaders to strategically reallocate responsibilities, adjust seat requirements, or even identify a necessary new role to fill the discovered personality gap, enhancing the chart's overall functionality and compatibility.