What personality assessment combinations best support Accountability Chart organizational change initiatives?

Question

Tyler Smith · Accepted Answer

Successful organizational change, when filtered through the lens of an Accountability Chart, heavily relies on a strategic blend of personality types. Combining DISC and Kolbe A profiles can be particularly potent. For initiating change, a leader with high DISC 'D' (Dominance) and Kolbe A 'Quick Start' can drive momentum and overcome resistance, while a DISC 'I' (Influence) can champion the vision and motivate teams. However, for the change to be sustainable, you need those with strong Kolbe A 'Fact Finder' and DISC 'C' (Conscientiousness) to meticulously plan, analyze potential impacts, and establish new systems and processes.

Integrating StrengthsFinder further refines this. Individuals with 'Strategic' or 'Futuristic' strengths can help articulate the long-term vision of the change, while those with 'Adaptability' or 'Includer' can help shepherd teams through transitional phases, fostering buy-in and minimizing disruption. For instance, pairing a 'Maximizer' (StrengthsFinder) with a high 'S' (Steadiness) on DISC can ensure that new initiatives are not only high-performing but also implemented with stability and support. The key is to identify the various phases of change, from initiation to integration, and then strategically align team members based on their natural inclinations, ensuring a balanced and effective approach to transformation within the Accountability Chart structure.