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How can I help my direct report understand their Core Drivers?
How can I help my direct report understand their Core Drivers?
Updated over a week ago

The challenge

Sadly, employees often don’t make the most of their assessment results

When someone on your team completes an assessment, they might worry about how their results will be used or dismiss the report altogether.

As their manager, you can help them make the most of their results by discussing what they mean in their current context, identifying growth opportunities, and exploring how best to support them.

The solution

Managers can help move employees from awareness to insight to action

Using Core Drivers is an easy way to increase someone’s self-awareness and direct their development goals.

As their manager, you can facilitate a debrief session to help them understand their talents and potential limitations. The Coaching Report will help you ask the right questions and provide more targeted and meaningful feedback.

Here’s what you can do

Step 1: Prepare

  • When setting up the meeting, let the participant know the purpose and what to expect to limit any worry or confusion. Ask them to review their report ahead of your meeting.

  • Spend time reviewing their profile and think about how their combined traits impact their current role, team, and goals. Use this resource if you need some additional support interpreting the Core Driver scales.

  • Think about how they can leverage their strengths and mitigate their risks to be more successful in their current context. What can you do to support them? Identify insights you want to share and questions you want to ask.

Watch an example of interpreting results ahead of a Core Drivers debrief:

Step 2: Ensure Understanding

  • Help them feel comfortable, relaxed, and open. Model the importance of approaching the conversation with curiosity.

  • Emphasize that there is no “good” or “bad” profile. Remind them not to focus too much on the Core Driver label or percentile and focus instead on what that Driver says about their behavioral tendencies.

  • At the start of your meeting, ask them for their initial impression of their results, how they feel, what they learned, and what questions they have.

  • Talk through each Core Driver and share your insights. Use questions in the Coaching Report to gain a deeper understanding of how their Drivers show up. Discuss their strengths and risks in relation to their role.

  • Discuss what elements of their personality could be dialed up or down to build better relationships and improve their performance, wellbeing, and engagement.

Step 3: Seek Commitment

  • Identify specific behaviors they would like to work on. Ideas may be discussed throughout the session, be sure to jot these down so you can repeat them here.

  • Once behaviors are identified, ask them what specific actions will occur. Let them come up with a few ideas before sharing your own.

  • What will success look like? Get clear on what improvement looks like. How will you both know that they have made progress in this area?

  • Who can help them? Think about what people and resources are available to help support them on these goals. As their manager, what can you commit to?

Final thoughts

Accountability is key! Consider scheduling your next meeting to ensure there is a follow-up. Completing their Learning Journeys might be your next ask. Send them a note after the meeting with a summary of your conversation and the next steps.

Continue to use Core Drivers in your 1:1 meetings as a way to ground feedback and adjust development goals.

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