Human instinct is the power behind our actions. It’s the source of our mental energy. Understanding how instincts combine with intelligence and personality helps you optimize the hiring, deployment, retention, and effectiveness of your employees.
Assessment tools have historically focused on measuring the cognitive (IQ) and the affective (personality) parts of the mind. While these tools are helpful in selecting, training, and managing people, something has been missing. IQ scores are influenced by educational opportunities and being smart doesn’t necessarily predict success. Personality traits are situational and people who get along don’t always do a job successfully or accomplish the team’s goals.
Assessing and understanding the instinctive ways your employees do things creates a less stressful work environment where employees are more satisfied and more productive in their positions. The Kolbe System™, developed by Kathy Kolbe does this.
The Kolbe Method frees people to use their instinctive talents and harnesses that talent to drive organizational productivity.
With Kolbe, you will:
The Kolbe A Index measures an individual’s instinctive or natural strengths. It describes the natural way each person takes action in four distinct modalities or Action Modes®. The Kolbe A results give employees a language with which to describe these strengths and a method to communicate with others more effectively.
The four Action Modes are summarized in the box below. The corresponding number from 1 to 10 on the Index determines an individual’s MO (Mode of Operation or Modus Operandi).
|Fact Finder||The way we gather and share information. People within this mode range from generalist to specialist.|
|Follow Thru||The way we arrange and design information. People within this mode range from being adaptive to being structured/systematic.|
|Quick Start||The way we deal with risk and uncertainty. People within this mode range from stabilizers to improvisers.|
|Implementor||The way we handle space and tangibles. People within this mode range from being abstract to concrete.|
The Kolbe B Index measures an employee’s own expectations about fulfilling his/her job. A significant difference between the expectations in the Kolbe B and the reality of the Kolbe A identifies a stress point or strain. An individual attempting to work against his or her grain—whether because of perceived expectations or real requirements—needs additional coaching. Kolbe provides a number of prescriptions to help employees or teams.
The Kolbe C Index measures a supervisor’s requirements for a particular job—the external performance expectations, if you will. A significant difference between the requirements in the Kolbe C and the reality of the Kolbe A identifies another point of stress or tension.
Kolbe A Index = Our Reality
Kolbe B Index = Self-Expectation
Kolbe C Index = External Requirements
Kolbe reports offer the highly quantifiable and diagnostic information you need to maximize the effectiveness of any work group. The reports assess team Synergy and effectiveness, identify areas of individual and team stress, and present specific advice for improvement. Reports include:
Spreadsheet of Strengths is an at-a-glance reference of your organization’s available talent. It lists all of your team members and their Kolbe results.
Once you have discovered your employees’ innate abilities, you can take the information and apply it to successful team building. Achieving a diverse mix of instinctive talent on your team will do more to help you meet your organization’s goals than almost any other factor. Having this diversity, or synergy, means the outcome of your team’s combined efforts will be more significant than that of any individual effort.
Kolbe Team Success seminars are dynamic full- or half-day sessions that provide an interactive way to explore the workings of specific teams within your company. Experience how team member’s strengths play off one another and assess the probability of team success.
RightFit is Kolbe’s statistically proven hiring tool that helps companies screen and select the best job applicants. Instead of guessing how well a prospective employee will perform, RightFit helps you identify the required methods of operation, or profile, of the ideal candidate. The software then ranks each candidate on an “A” to “F” scale based on how well their individual instincts compare to the requirements for success in a given role. RightFit can also be used to select individuals who match the methods of proven high-performers, as well as individuals who can fill a critical gap on a team.
Trademarks and registered trademarks are the property of Kathy Kolbe and Kolbe Corp and are used with permission.