Frequently Asked Questions About Develop for Leaders
Updated
by
Amy Thomas
Interpreting the Weekly Manager Check-ins Reports
The report mentions something I disagree with. Should I ignore it?
Use it as a conversation starter. Ask your team member directly: "The report flagged X—help me understand what that looks like for you." You may have different context or the AI may have misinterpreted. The conversation itself is valuable.
One person's energy dropped significantly week-to-week. Is this a concern?
One week doesn't establish a pattern, but it's worth checking in. It may be a temporary project stress, personal issue, or seasonal workload spike. Don't overreact, but do show you're paying attention.
The report lists actions I can't actually take. What do I do?
Talk to your manager or relevant stakeholder about constraints. Communicate back to your team what you can't do and why. Being transparent about limitations builds trust more than ignoring feedback.
We're already doing well according to the report. What should we focus on?
Sustain momentum. Understand what's working, replicate it, and recognize it. Watch for early warning signs that might derail performance. Strong teams can still improve—ask them what they need to take the next step.
How do I prevent this from becoming another "reporting tool" that creates more work?
Use it to replace, not supplement, your weekly preparation. Instead of reading emails and guessing, use the report as your prep work. It should make your 1:1s more efficient and effective, not add to your workload.
