We scored you on the following topics: own engagement, strengths focus, continual coaching, inspire accountability, and create clear expectations. We did send you an email with all your own specific answers. Here is you’re score:


1. You are actively engaged!
2. You are hyper-focused on strengths!
3. You are continually coaching!
4. You hold your team accountable in an inspiring and motivating way!
5. You create clear expectations about their roles and (company)future.


1. You are actively engaged

You know that the engagement of your team starts with your own engagement and that an individual approach, has to be strengths-based and future-oriented.

For you, it is not a surprise that the variance of engagement of your team is due to 70% of your own involvement.

2. You are hyper-focused on strengths!

You know your own strengths and limitations, you focus on using al the talent in the team and maximize their potential. You are aware that a team member is not well rounded. The great team is well rounded, precisely because each team member is not. Clearly, you see that they will be..

the most resilient, most creative, and most open to learning in their areas of greatest strengths.

 3. You are continually coaching!

You do almost daily a check in to discover the needs of your team members and help them prioritize and overcome barriers. You have their back, and they trust you as a leader. You are accessible and interested in their (daily) work because you care about your team members. Not micromanaging but being involved in their lives and well being. This is how you continually coach and can give meaningful feedback. Your gut feeling knows that when managers provide daily feedback (versus annual feedback), their employees are:

6.0 times more likely to strongly agree that they receive meaningful feedback
3.6 times more likely to agree that they are motivated to do outstanding work
3.0 times more likely to be engaged at work

 4. You hold your team accountable in an inspiring and motivating way!

You do challenge your team members’ performance by inspiring them to pursue meaningful goals that are appropriate for their abilities and resources. You take your team member’s development needs as seriously as their performance objectives. You give each member a specific role in the team based on their strengths, and you hold them up to it. You also challenge the collective team regularly to reconnect and take action to pursue the team and company goals.


 5. You create clear expectations about their roles and (company)future!

Future-oriented coaching is an essential part of your development approach. You support and guide your employee’s growth by setting explicit expectations, attention, and clear insights on their strengths (blindspots). Your ongoing performance conversations are focused on how your team members can grow in their role and long-term career. You probably know by experience that ..

the number one reason why employees leave their company, his frustrations with career progress. 


Ways to maximize your management approach and continually develop your team:

  • Read re-engineering performance management ; this is where we did get the numbers from.
  • Continual (team) coaching with the Strengths to Connect method. Make better decisions faster with everybody on your team. If you want more info, don’t hesitate to contact me. I like to invest my time in badass manages, because I think the world needs more of them. Schedule a 15 minute call here to discuss and discover if it makes s sense to work together (in the future).

PS: Do you want to give your team an extra boost on engagement  only 2,5 hours?