Based on all of our qualitative data from our customers on what is usually behind lower scores on the drivers, we have identified 5 key root causes for each driver. That does not mean that these are the only root causes to exist, but we hope it can act as inspiration for you to understand your own context a bit better. For each root cause, we present some coaching questions and suggestions for you to improve the driver.

In this page, we refer to our Leadership Playbook quite a lot. Find it for download here:

The Leadership Playbook (2.0).

Click on the driver that you would like to focus on:

Contribution.

Contribution measures whether the employees feel they are useful, accomplish something, deliver good work, and contribute to the mission and vision of the company.

😔 Typical root causes for lower score.

1. Unclear objectives. Employees do not know when they are successful, as there are no concrete KPIs and/or other measurable goals.
2. Low utilization of talents. Employees are forced to spend time on things that are not within their talents or strengths.
3. Struggling to prioritize. Employees need help prioritizing what is most important.
4. Missing feedback. Employees lack feedback from their leader or from each other.
5. Lack of involvement. Employees do not feel involved in decisions about their tasks and processes.

📈 Improvement ideas.

• If unclear objectives is the root cause:
• If utilization of talents is the root cause:
• If struggling to prioritize is the root cause:
• If missing feedback is the root cause:
• If lack of involvement is the root cause:

Development.

Development measures whether the employees perceive they are developing in terms of career, professional skills, and personal skills.

😔 Typical root causes for a low score.

1. Uniform tasks. Employees have too uniform tasks and are not sufficiently challenged on a weekly basis.
2. Missing overview of progress. Employees are not aware of how much they have developed recently.
3. Missing knowledge about development possibilities. Employees lack a concrete development and/or career plan.
4. Lack of professional sparring. Employees lack professional feedback, sparring, coaching, or mentoring from someone more skilled than themselves.
5. Missing possibilities for optimization. Employees lack the time and/or energy to think outside the box and do things differently.

📈 Improvement ideas.

• If uniform tasks are the root cause:
• If a missing overview of progress is the root cause:
• If missing knowledge about development possibilities is the root cause:
• If lack of professional sparring is the root cause:
• If missing possibilities for optimization is the root cause:

Social.

Social measures whether the employees feel they have good social relations at work.