Kolbe Insights: Uncover Your Strengths

Welcome to another episode of the Business Owner Breakthrough Podcast with Pete Mohr. In this second part of our six-part series on the Kolbe system, Pete takes a deep dive into the 'Identify' aspect, focusing on the Kolbe A assessment. This assessment system is not just about self-awareness but also about understanding team dynamics and improving communication and decision-making. Whether you're a business leader or a team member, this episode is packed with insights to help you leverage your innate strengths and those of your team.

Here are a few things Pete covers:

• The four components of the Kolbe system: Identify, Optimize, Align, and Expand.
• Detailed breakdown of the Kolbe A assessment and its significance for both individuals and teams.
• Insights into the four modes of action: Fact Finder, Follow Through, Quick Start, and Implementer.
• Strategies for leveraging individual strengths in a team setting.
• How to use Kolbe A for improved communication and project management.

It’s time to take action:
If you found this episode enlightening and you're considering implementing the Kolbe system in your organization, Pete invites you to reach out for a personal consultation. Visit speaktoPete.com to book an appointment and explore how you can integrate the Kolbe A assessment into your team for better dynamics and productivity.

Pick up a copy of Pete's new release:

The Business Owner Breakthrough

On Amazon in Kindle or Paperback editions

Are you looking to make some changes in your business and your life in 2024?  Head over to speaktopete.com and book a chat with me to see if we're the right fit!

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Transcript

Pete Mohr: 0:42

Welcome back to another edition of the business owner breakthrough. It's part two of our six part series on Colby. And today it's all about identify. And remember we had talked a little bit about in the last conversation around the four parts of the Colby system we have identify, we have optimized we have aligned and we have expanded today's all around identify. And in particular, we're going to dig into the first of the assessments in the Colby system called the Colby A, which is really where everything all starts both for you and for your team members of your organization. And I'll share my screen. So again, if you are interested in seeing this, you can head on over to the YouTube channel at simplifying entrepreneurship on YouTube. And you'll see the videos there that accompany these. But if you're listening to this in your car, you're going to still understand it and get the gist of it, as always is the case here on the business owner breakthrough podcast. So I'll share my screen here. Okay, so now that we've got the screen up, it really boils down to this one in the upper right hand corner, the idea of identifying and your cognitive assessment, which is the Colby a insights for each of the people on your team. So when you have them do this first assessment, and if you want to do the assessment, just reach out to me, I will pick that up for you. So the assessments are$55 each us in order to do the assessments, so they're pretty inexpensive, really, you'll get back quite a substantial, probably about 15 or 20 pages of information all around how you take action all around how you communicate all around how others can communicate with you. It's really a pretty good assessment. And your team members will appreciate this to your investment into them and helping them understand how they act and make decisions along the way. And it makes for great conversation when you're sitting down with them. Of course, as a Kolbe consultant, I can sit and often do sit after you do your first assessment, sit down with you and go through for an hour or so in better understanding and digging down deeper into your Colby A. But it's really has so much to do with better assessments understanding of yourself. And so for those of you that are watching, I've included my four numbers. And really the Colby a index is an unbiased report, right? It doesn't matter what your age is, it doesn't matter what your gender is, it doesn't matter what your race is. We have been doing Colby tests. Now Kathy Colby started this back in 1975. So cresting almost up to 50 years of doing Colby tests, they have been tested and tested and tested. And it's been proven that they really hold true even if you've taken many, many years later, you're it really does not change. The nice thing about the test is it's always positive and predictive. It's really talking about your innate strengths, right? It doesn't talk about your failures, it talks about your strengths and how you can succeed even more, it's valid and reliable. It's been statistically tested, right. So when you look at all of the things about it, you're going to end up coming up with your mode of operation. And that's what it gives you. It's really these four zones of action that allow you to better understand yourself. And they are Fact Finder follow through Quickstart and implement a read a dig a little bit into each of those four, because for every person out there, you're going to have different numbers that correlate to each of these pillars, really each of these different zones. And they're unique to you. So starting off, the first number is always your Fact Finder, and fact finders all around how you gather and share information. So think about how you collect sacks. How many facts do you need to make a decision? In my case, I'm a four on the factfinder. So I don't need a ton of facts. But I do need some in order to feel comfortable making decision. Right. So some people are high fact finder's or really need all of the information in order to feel comfortable about that. We'll dig a little bit more to these in our future conversations to but we'll stop there and move on to the next mode, which is really your follow through and it's how you organize and design. And it's how you take action and whether you complete action, right? Do you adapt? Or do you systematize things. In my case, I have a three and follow through. So I'm more in alignment with the adapting. In my case, I generally don't follow a lot of systems. I love to create systems, but I don't necessarily I'm not the best at following them through all the time. So I use other people on my team as part of that process in order to follow through and make sure that I'm following through through automations and all sorts of different things. But when you better understand where you align on these things, you can set up your decision making and project management around some of the other capabilities of your other team. burgers or maybe even automations, and a variety of different things to help you get through, right. So we're going to take a follow through, it's how you organize and how you design and you know, your systematizing of the things that you do every day Quickstart. In my case, I'm a nine Quickstart. So I am a very high Quickstart. And quickstarts really got to do with how you deal with risk and uncertainty. So somebody who would be low in the Quickstart number would really want to keep things the same, they like to stabilize, they like things not to change much. And people who are higher, like me, are innovators, essentially, they're people that are change agents, the people that are always wanting to make The Next Best Thing and look at all of that kind of stuff, usually full of ideas. And then we have implementer and implementers, really how you use and handle space and tangibles. So someone who is a low implementer. Like me, I'm a to implementer were people that envision things and people that are high implementers are people that demonstrate things. So my son, for example, one of my son's is a carpenter, he is a higher implementer. And he likes to work with his hands, he likes to build things. Now, when we look at all of these different modes, the fact finder follow through and Quickstart and implementer, it doesn't mean because you're higher or lower in any of those that you're better or worse, it just means that's how you innately take action. So for an implementer side of things, for example, I used to have a bathroom renovation company and I can rip out a bathtub and change, you know, your tile and all that sort of stuff. So I have the capability of doing that, even though my implementers to not a seven or an eight or a nine, it's not got to do with the fact that you don't have the capability, it's got to do with the fact that you prefer not to do that sort of stuff. So in my case, I would prefer to design the bathroom and have somebody else build it, and move on to some of the other things around Quickstart that I really like living in. So factfinder follow through Quickstart and implementer are the four modes of Kolby, that everything revolves around. And those are the, that's where everything starts. And that's where your Colby a really starts. And once you dig into those areas, whether you're a high or a low, and each of those has to do with your operating zones. So for example, if I'm low in a low implementer, which I am, I would counteract starting projects with as an implementer. So I would start projects as a quickstart. Because I'm a high Quickstart, avid nine and Quickstart. My numbers are 4392. So from the nine perspective, I'm going to come up with all of the ideas, and I'll get to implementer later, right, the people that initiate action, when you have numbers that are in the seven to 10 area on those modes, you typically initiate your decision making by that. So if you think about that, and if you think about the fact that if you know this about your team members on how they initiate action, or what they're counteracting, it's not going to help your communication, isn't that going to help? Your project management is not going to help the better operation of your business and getting things done. This is the power here not only understanding yourself better, and how you take action, but understanding your team. And when we start merging your co BA with your team members called BA and understanding where who's counteracting certain things. Why are we getting hung up on this project? Or why are we not seeing the whole picture because maybe we're all the same in this project management team. All sorts of things start to come out when we look at the accountabilities that are within our team, right. And I think, you know, understanding these things, Colby really lays it out in the Colby a. And then what I can do as a certified consultant is we can overlay these Kobe A's and pull up other reports. So we call them an A to a report. So if I was going to do one with somebody else, my team which I've done all my team members, essentially, but it's really overlaying my numbers with their numbers so that we can see we're going to have conflict, and we're going to see where we're really the same. And we're going to see how we can better communicate with each other. And if this sounds like something you would like to do, all you have to do is go to speak to pete.com that speak to pete.com book an appointment with me and I can go through with you a little bit more about how you can implement Colby either for yourself, for your own leadership or for your team. As you move down the road and better understanding of the human resources. Human Resources are such a big ticket item on your income statement that when you think of being able to really assess and address the issues more quickly in better ways that was go are going to advance you in your business. It's really going to help Not only you as a leader was going to help your team and your team wants to grow, your team wants to feel good at work, your team wants to better understand how to make good decisions for you and with you. That's the power of Colby. So when you think about aligning and assigning all of these different things, it's got to do with better understanding the factfinder scores, the follow through scores, the Quickstart scores, and the implementer scores of you and your team members so that you can really dig down into your Colby a and into the Colby A's of your team members, all the people that you're directly responsible for as the first step in your journey or the Colby system. And next week, we're going to dig into how we can take this into team management, and project management as well on the third episode of our six part series as we look to optimize the Colby system after better identifying each individual player within your team. Don't forget, there are many other assessments out there as well and they work really well in conjunction with Colby. So if you've taken Strength Finders, if you've taken Enneagram if you've taken MBTI all of these particular tests work in association with Kobe because Kobe is that way you do things where you take action and most of those other tasks are around the feeling side. And then we talked also about the thinking side, which is your IQ side. So when we mash all three of these types of tests together, we can really identify the areas of strength and power within your team and within your own leadership style. So hoping you're enjoying a sort of mini series on Colby would love to help you implement Colby within your organization. And again, all you have to do is reach out to me at speak to pete.com speak to pete.com We'll have a little chat. We'll see if it's a right fit for you in your business and until next week. Make it a great day

Buzz Burbank: 12:42

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