Why should inspirational leaders go off-script to find true purpose within their employees?

As a people leader, I have conducted hundreds of formal Employee Development Plans (EDPs), which typically contains ‘check-the-box’ type of questions:

• “Where do you see yourself in X years?”
• “What are your key gaps or weaknesses?”
• “What should you do to change in the short-term?”

Have you ever come about one of those? Well, although they are all valid questions, I find it that scripted EDP forms do not usually get to the bottom of the real question:

“What really triggers you?”

So, I decided to change my approach. Instead of asking if they would see themselves in a higher position or different job functions, I started creating scenarios to allow them the freedom to consider not only where they wanted to go, but the true reason that moved them into that direction.

I remember an employee that was eager for a promotion. I pretended to be the company CEO and presented him with two scenarios: Scenario 1) You will be promoted as you requested with a raise and new job title but moving to a different job function. Scenario 2) You will remain in current job function but adding accountability to manage a small team and develop leadership skills.

One could think the employee would immediately accept the promotion, as this was his target in the first place, right? Instead, I could see the wheels turning in his head as he was genuinely pondering all the scenarios and weighing the benefits from each of them. That was an ‘Aha-moment’ for him. I was humbled to see the lightbulb flashing in his mind as he tapped into the true purpose of his aspirations and independently realized ways to get there.

Once the benefits of developing new skills were found by himself as the choice that would take him even further along, the employee felt re-energized and ready to act. As a one-team, we found what really triggers him and use it as fuel to boost a purposeful action plan to further his continuous advancements.

Collaborative leaders see talents' unique qualities as well as their engagement needs through this individualization approach. Asking these behavioral questions is pivotal to truly get to know your employee and provide the best guidance they need to succeed. Inspirational leaders should not feel stuck to forms nor see employee development as a check-the-box operation or duty.

What have I learned? Inspirational leaders should go off-script, ask broader questions, and set an engagement-creating environment to find true purpose within their employees.

As John C. Maxwell pointed out, “Good leaders ask great questions”. Conforming only to old-fashioned development plan formats may lead to ineffective ‘give and take’ kind of relationship, and we all know that time for transactional leadership is way passed and no longer worthwhile.

For collaborative leaders, having the opportunity to support someone’s development must be a process that fills us with joy. We are blessed for supporting our teams to enhance self-awareness and get genuinely motivated to navigate through a path of professional and personal growth.

What about you? Are you ready to go off-script?