How to have a great We-Q conversation

The We-Q survey data identifies a wide range of important issues to discuss. By having an honest and open conversation, new insights will emerge to improve the health and effectiveness of your team. Here are a few tips to help make that happen:

1. Agree structure and climate – contracting

  • The facilitator/coach suggests the process/timings/structure.

  • Because the issues that We-Q highlights can be sensitive and feel personal, it is vital that the coach discusses and agrees what the team needs in order to talk openly. Confidentiality, respect and the avoidance of blaming are key. There may well be others.

2. Data Review

  • Once the test is closed, the coach can review all the data relating to the 20 questions.

  • The App will identify the highest score/lowest score as well as the most and least aligned.

  • The Coach can identify patterns that emerge from the data.

  • Keep it ‘top line’ at first before going deeper.

3. Identify the Issue to discuss

It is easy to waste time trying to pick the exact right question to discuss. There are a few approaches to quickly identify a topic to explore:

  • Coach picks a high or low scored question for the group to focus on

  • Coach picks the most misaligned question.

  • Invite the group to notice ‘what stood out for you from the data?’ and then pick the majority view. This takes more time, if you have it.

  • Coach chooses a question that has not yet been discussed as a group

4. Encourage a Deep Diagnostic Conversation

  • Everyone is responsible for good behaviour in a healthy listening and learning culture. Common ground rules are very helpful:

  • Ensure that devices are put down as eye contact, attention and healthy listening skills are very important during the discussion

  • Balance air time so everyone has space to express and be fully heard

  • Welcome people’s expression of vulnerability and feelings as well as analysis.

5. What does excellence look and feel like?

  • Encourage the team to use their imagination and experience to describe what behaviours/actions would constitute a high score. It helps to make things tangible and vivid.

  • What does excellence look and feel like? How does it differ from the here and now?

6. Actions & Development

  • Record the agreed collective and individual actions to improve the score for this question, which may form part of an overall team development plan.

7. Check out

  • Individually reflect on the session with a summary of your personal commitments to shift the group behavior and culture.

8. Record

  • Coach/Team leader sends an email/we-q invitation for a future session and to summarise agreed actions.

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