Kolbe Index for Hiring and Teams

What is this?

Kolbe Index is the only scientifically validated way to assess someone’s innate strengths or striving instincts; the conative part of the mind. It is how we each uniquely take action to solve problems, make decisions and move to purposeful actions.  

3 parts to the human mind
• Thinking - cognition, skills, knowledge, habits, experience, learned behaviour
• Feeling - affective, motivation, preferences, values, personality, emotions
• Doing - conative, striving instincts, innate strengths, purposeful action

How does it work?

At Carpenter Consulting Partners, Inc. we use the Kolbe Index in a variety of ways as part of the talent lifecycle including hiring, developing, retaining and optimizing how individuals and teams perform.

As a Kolbe Certified™ Consultant, we customize how we work with our clients based on their needs and are equipped with the knowledge to help organizations and teams communicate and collaborate more effectively, reduce turnover and increase engagement through strengths-based actions.

Examples

  1. A startup is scaling beyond its founding team. The CEO is under pressure to deliver and monetize a product quickly. We would assess the entire company, map out the conative strengths and then align them to the right teams to maximize productivity and impact. If we need to hire additional talent, we would have a clear understanding of what to look for in candidates including an unbiased rating system for the right hires.
  2. A CEO has decided to form a small team known as “The Office of the CEO”.This team includes a Chief of Staff, a strategic Executive Operations Partner and a Corporate Communications Lead. We can quickly determine what talent is right for this team and continue to work with them over the next four quarters and beyond to achieve success.
  3. A company has pivoted their product. As a result, the way teams are structured may no longer drive business success. Before you re-org and make costly decisions, it’s best to assess your talent. We can do this quickly. We assess an individual's instinctive strengths and are able to instantly identify the talent you need on what teams to optimize performance.
  4. A Board of Directors and CEO have decided that it is time to hire a Chief Revenue Officer. They have created an ideal candidate profile (ICP) based on the skills, competencies, experience as well as working and communication styles that could add value to the existing company culture. Using Kolbe RightFit™ hiring we are able to decide on an even more precise ICP that includes how a candidate might be uniquely suited for success in the role with their natural, instinctive way of striving and moving to action (aka their conative strengths).
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