Our leadership team is rating our Level 10 Meetings poorly, consistently giving them fives and sixes, but when we ask why, they just shrug or give vague answers. How do we turn these low ratings into constructive, actionable improvements?

Question

Tyler Smith · Accepted Answer

When your leadership team consistently rates your Level 10 Meeting a five or a six but fails to explain why, you have a trust and accountability problem. A low rating without feedback is completely useless. It does nothing to improve the team or the business.

To break this cycle, the facilitator must refuse to accept a low rating without an explanation. When a team member gives a rating below an eight, the facilitator must immediately ask, 'What would have made it a ten?'

If the team member shrugs or says they do not know, the facilitator must probe deeper. Ask specific questions. Was the Scorecard reviewed too slowly? Did we fail to get to the root cause during IDS? Did one person dominate the conversation? Force the team member to identify the specific bottleneck.

Additionally, you must build a culture of healthy conflict. If people are rating the meeting poorly but remaining silent, they are likely avoiding conflict. They are unhappy with how decisions are being made but do not feel safe speaking up.

You must remind the team of your core values, particularly trust and open communication. Use the trust builders framework to encourage vulnerability. Let the team know that identifying a bad meeting is the first step, but solving the underlying issue is how you grow. If the team refuses to contribute to the solution, you must address their individual fit on the team.