How do you use the results of the 4-month, or mid-term mini-survey to motivate the leader to continue?
A great way to use the mini-survey scores to motivate the leader is through goal setting. Regardless of what the scores were, remind the leader that they are fully in control of their growth and that consistency is the key ingredient in successful follow-up. Use the opportunity to remind the leader that those who regularly follow-up with stakeholders get measurably better.
A simple question to ask is, “What would you like to score on your next mini-survey report?” Follow up with, “What needs to be done differently/the same to achieve that score?” This should already be in the After Action Report, but it is good to review verbally as well.
If they are disappointed with their scores, remind them that changing perceptions takes time. Point out that if their co-worker suddenly stopped ‘that one bothersome habit’ that seems to show up in every meeting, that they would not be likely to believe the change is permanent. Ask what it would take to change your mind. The answer? Consistency.
Perhaps the leader is very satisfied with their scores. Remind them of all the work that’s gone into the growth they’ve been recognized for thus far. Encourage the leader to not forget that the next few months are just as critical as the past few months and that they are in full control of their own growth. Ask what they did well and what should be done differently. Use this discussion to set their sights on the following mini-survey scores.
It is not uncommon for the leader to pleasantly surprised at how impactful their changes have been – they may have even scored an average of +3 on their report. If so, congratulate them. Then focus the discussion on what the success factors contributing to such a strong score were. If their goal is to score as high on the next survey, then your work of motivation may already be done for you.