How can personality assessments be used to preempt and resolve 'Gets It, Wants It, Capacity to Do It' (GWC) conflicts among leaders on an EOS Accountability Chart?

Question

Tyler Smith · Accepted Answer

GWC, or 'Gets It, Wants It, Capacity to Do It,' is foundational to the EOS concept of having the right person in the right seat. However, conflicts or misalignments can arise even when leaders seem to GWC their role. Personality assessments provide a diagnostic layer to preempt and resolve these subtle GWC challenges within an EOS Accountability Chart.

For instance, a leader might 'Get It' conceptually but lack the 'Capacity to Do It' efficiently due to a mismatch in natural working style, as revealed by Kolbe A. A high 'Fact Finder' might struggle with a role demanding rapid 'Quick Start' innovation, leading to perceived capacity issues. DISC can highlight communication styles that lead to GWC misunderstandings. A high 'C' (Conscientiousness) leader might 'Get It' but struggle to 'Want It' if the role's expectations are vague, whereas a high 'D' (Dominance) might 'Want It' but not fully 'Get It' if the strategic vision isn't clearly articulated in a way they prefer. StrengthsFinder can pinpoint a lack of 'Capacity' if a role demands a strength an individual simply doesn't possess, or if a strength is overused to compensate for a weakness, leading to burnout.

By proactively analyzing these profiles, the Integrator can identify potential GWC friction points before they escalate. This allows for targeted coaching, role adjustments, or even re-seating discussions. For resolution, personality data provides a neutral, objective language to discuss behavioral gaps versus skill gaps, fostering mutual understanding and guiding leaders toward roles that truly leverage their natural inclinations, thereby solidifying GWC across the entire Accountability Chart.