The Challenge
Employees may not make the most of their assessment results
When an employee completes an assessment, they may worry about how their results will be used—or they may dismiss the report altogether.
As a manager, you can help them get the most value by discussing their results in context, identifying growth opportunities, and exploring how best to support them in their role.
The Solution
Managers can guide employees from awareness to action
Using Core Drivers is an effective way to increase self-awareness and direct development. A structured debrief helps employees understand their unique talents and potential limitations, while the Coaching Report provides questions to spark deeper reflection and more meaningful feedback.
What You Can Do
Step 1: Prepare
Set up the meeting with a clear purpose and expectations. Ask your employee to review their report beforehand.
Review their Core Drivers profile and consider how their combined traits impact their role, team, and goals. Use this resource if you need help interpreting the scales.
Think about how they can leverage strengths and mitigate risks. Prepare insights and questions to guide the conversation.
Watch this example video of interpreting results ahead of a Core Drivers debrief:
Step 2: Ensure Understanding
Create a comfortable and open environment by modeling curiosity.
Emphasize that there is no “good” or “bad” profile—focus on behavioral tendencies rather than labels or percentiles.
Begin by asking about their initial impressions: what they learned, how they feel, and any questions they may have.
Walk through each Core Driver, using the Coaching Report to frame questions. Discuss how their strengths and risks relate to their role.
Explore which behaviors might be dialed up or down to improve performance, relationships, well-being, and engagement.
Step 3: Seek Commitment
Identify specific behaviors to focus on during development. Record these ideas during the session.
Ask your employee to propose concrete actions before sharing your suggestions.
Define success together: what will improvement look like, and how will progress be measured?
Identify resources and people who can provide support. Clarify what you, as a manager, will commit to.
Final Thoughts
Accountability is key. Schedule a follow-up to track progress and consider asking your employee to begin their Dynamo Learning Goals. After your debrief, send a short summary of the conversation and agreed next steps.