SparkDeck pushes leaders and individuals to engage in deeper and more meaningful conversations. With 50 questions across five broad themes, SparkDeck helps leaders understand individual teammates better, learn about their preferences and styles, and build more trusting relationships.
There are an endless number of ways to use SparkDeck, but here are five ways to get started:
Spur Deeper and More Candid Conversations with Teammates
Weekly check-ins, team lunches, small talk before video calls, or at the coffee maker on a Tuesday morning, with the right question., these small moments become big opportunities to build lasting relationships through rich dialogue.
Provoke More Insightful and Dynamic Interviews with Candidates
“Tell me a time when you were asked an exceedingly dull interview question…”
Boring questions lead to boring answers, but the right question at the right time lends insight into goals, fears, and motivators. Forego the typical prompts and worn-out inquiries and jump to the more colorful aspects of each candidate’s experience and character.
Enhance Team Building and Strategic Planning
Team building and off-site sessions are full of promise and potential; however, this optimism and opportunity can be quickly undone without creating an environment that allows individuals to have honest and candid conversations. Push your teams to let go of restraint and ask questions that will give a more textured and nuanced understanding of themselves and each other.
Catalyze Onboarding and Role Transitions
Of the moments that matter to an individual and team’s success, none may be more important than when onboarding new team members or transitioning new leaders. Whether you are managing a new employee or are a newly transitioned leader, these unique opportunities require accelerating relationship building. The standard get-to-know-yous won’t help you build the robust, trusting, and personal relationships required for success.
Prompt More Reflective Feedback and Performance Management Discussions
Few moments are as charged as performance management and feedback discussions. Focusing on the individual, their performance, and your expectations is the first step; however, being prepared to probe into an individual’s motivations, priorities, and perceptions is the differentiating factor in most conversations.