Regardless of whether you are a leader of a leader with a low engagement score, an HR partner or a coaching consultant, it is always relevant to support low scoring move forward. Focus on the leader’s self-motivation and be aware of how and a very low score affects the leader on a personal level.
A low score will most likely affect the leaders' motivation going forward.
To fix the low score, the leader should be very motivated to implement a change. To ensure this important motivation from the leader, you can focus on three different areas:
- Enlighten: is it certain that the leader has understood the results of the survey and what they mean to him/her?
- Encourage: discover what motivates the leader. What values does the leader want to represent? What kind of leader does the person want to be?
- Enable: when the leader feels motivated, the leader should also be able to carry out the necessary changes. For instance, this requires the right competences in being able to participate in a dialog with his/her employees.
The leader’s own self motivation is critical to generating change, and it’s a fact that coaching as an approach to the feedback process leads to improved results with the leader (and the leader’s team).
Watch the video to see how you can help leaders with low scores move forward.