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Name Your name here This completed template then serves as a clearly
documented agreement by both parties to the
Job Title/Role Job Title/Role here
expectations of the role and of each other.
Date Date here
The Best-Self Kickoff is a chance for managers to
15Five’s Best-Self Kickoff is a meeting between provide complete role clarity to their employees,
employees and their direct managers designed to which paves the way for psychological safety in the
clarify expectations, strengthen the bond, and to workplace and is a key factor of high performing
understand each other’s respective needs. In addition teams. Psychological safety is the foundation of
to setting new-hires up for success, the Best-Self strong professional relationships and is defined
Kickoff can also be conducted when team members as the belief that your environment is safe for
transition onto a new team, start working with a new interpersonal risk taking.
manager, or move into a new role.
Leaders can work to further create this type of
It begins by each person filling out this interactive environment by asking the right questions on a
template which will then be used as a guide for the regular basis and applying actions to those insights.
in-person discussion. It’s recommended to set aside Use this meeting to create a strong foundation from
30 minutes to an hour to fill out the template before the get-go.
the Best- Self Kickoff meeting, and be sure to capture
important points that come up during the discussion
that weren’t originally documented.
When you leave this meeting, you will have total clarity on what success will look like in this role. In this section,
confirm specific performance expectations, skill acquisition expectations, and project/goal expectations for the
first three months, six months, and year in the position (hopefully these are already documented clearly in the
Job Description). Agree on what bad, mediocre, and excellent performance looks like. Paint a picture of the
milestones that need to be hit and by when so that you both can confidently assess performance based on what
is documented here and in the job description.
ACCOUNTABILITY
Review the accountability structure that is in place and discuss how team members are held accountable on
your team. How can your team members demonstrate self-accountability? What can they expect from you as the
manager when it comes to accountability?
Go over any important company-wide policies, cultural norms, or guidelines together and confirm each other’s
understanding and agreement. Please also review your company’s vision and mission and share a few examples
of what behaviors demonstrate or do not demonstrate those values (especially ones that are important to you
and your team).
For Example:
- We arrive early/on time to all meetings
- We prioritize “Clearing Conversations” whenever
things feel off
Your response here
Share some cultural expectations that you have for your team as it relates to communication, behavior, and
culture. Be sure to document behaviors that are not tolerated or that are damaging to team morale/cohesion.
Introduce your company’s management structure. Communicate the importance of consistency around practices
such as Weekly Check-ins, OKR tracking, quarterly Best-Self Reviews, and regular career discussions.
GROWTH OPPORTUNITIES
Discuss the potential career path or growth opportunities on your team and what needs to be done to progress
through a path or create new opportunities. Set expectations and give the employee a clear vision of their career
opportunities within your company, including the realistic amount of time they need to be in the role to master it
and progress beyond it.
Discuss expectations that you have for your relationship. What is your ideal manager/employee relationship?
Do you have any pet peeves that are important for your new manager/direct report to know? Include negative
experiences from the past that you hope to avoid or that would be helpful to be aware of.
MOTIVATION
What are your main motivators? (Ex: money, recognition, growth, etc.)
FEEDBACK
How do you like to receive feedback—both positive and constructive? Manager, please share your
feedback style and cadence.
COMMUNICATION
Are you comfortable sharing how you are doing or feeling, or do you need to be asked?
RECOGNITION
How do you like to be recognized? What is your work love language? (Public or private?)
What type of work energizes you? What type of work drains you? What kind of work feels purposeful to you?
STRESS
What are signs that you are really stressed? How do you de-stress in these moments? How would you like the
other person to support you when you are having a bad day?
BELONGING
When it comes to inclusion and belonging, what do you need in order to achieve these feelings?
Anything important for me to know about you?
CAREER GOALS
What are your big picture career goals? Where do you see yourself in 2-3 years? In 5 years?
CORE NEEDS
CONTRIBUTION
What is a contribution you want to make that will benefit the team, the company, or our customers?
BEST-SELF GROWTH
Where would you like to improve? What are a few things you are working on to be a better version of yourself?
SKILLS
CURIOSITY
What else do you want to know about your manager? What do you want to know about your direct report?
GENERAL NOTES