During a recent Vistage training, a member asked me a great question: “Who should fill out the Engagement Assessment, the manager or the team member?”
My answer? Both.
But not at the same time, and definitely not in the same room.
The best way to use our Dance Floor Theory™ Engagement Assessment is the same way you’d handle a thoughtful performance review:
- Have the team member complete it first, privately.
- Then, you complete the same assessment, from your perspective.
- Compare notes and talk it through, starting with their self-reflection.
And yes, order matters.
When They Reflect First, They Learn More
There’s a ton of research in learning psychology that shows when people generate their own answers before being given the “right” answer, the lesson sticks longer. It’s called the generation effect, and it’s part of why reflection is a cornerstone of adult learning.
When your team member names where they think they’re at on the Engagement Pyramid, they’re not just checking a box.
They’re activating awareness. And awareness is where growth begins.
Plus, the way they talk about themselves gives you far more insight into their mindset than any guess you could make alone.
Are they self-aware? Are they too hard on themselves? Are they overconfident? That’s gold for a leader trying to grow someone.
Leadership Tip: Let Them Go First
When it comes time to share, always let your team member speak first.
Ask: “Where do you think you are on the Engagement Pyramid, and why?”
Then listen.
And I mean really listen. Not for flaws, but for insight.
After that, you can affirm, adjust, or ask deeper questions.
This approach does two powerful things:
- It shows you value their perspective (which builds trust).
- It gives you more accurate data about how to support them (which builds performance).
Engagement Is a Two-Way Mirror
Remember, the point of the Engagement Assessment isn’t just to label someone. It’s to start a meaningful conversation, one that helps people move up the Engagement Pyramid.
And the people who can honestly reflect on their own behavior and motivation?
Those are your future leaders.
So the next time you’re wondering whether to assess someone for them or let them do it themselves…
Do both. But let them go first.
That’s not just good practice. It’s good leadership.
