Where we challenge what you won't say or you don't know…yet

High Low Know Go

Have you ever been in a position where you lead others and are not sure how to get the best out of them?

Have you ever found yourself needing to host a job review?

Have you ever had to coach or consult someone and you weren’t even sure where to begin?


This is where the HIGH-LOW-KNOW-GO plan comes into play.



Start the conversation off talking about the high point of the day, the week, the month, or the regular review period.

Ask for your client, staff member or team member to share what they believe is the high point and talk about it that for a few moments. See what makes them light up.

  • Was it  an interaction with a specific person?
  • Was it learning a new skill?
  • Was it helping someone solve a challenge?

As you learn about what they think was the high point you will learn even more about this person. You will understand their natural strengths and be able to help them end up in a role that will fit them like a glove.

After they have shared their thoughts, let them know what you thought the high point was for them.

  • What did they do that stood out to you?
  • What have you heard from other people they did well?

By starting the conversation with a high you will create a much more relaxed environment.



If we look at the high point, we should be honest and take a moment to talk about the low point. There will always be one no matter how great the person is we are talking with.

This could be many things such as:

  • a failure in communication
  • a lack of following up on something
  • not reaching a goal
  • maybe it is an outside issue like something happening at home that is impacting their work.

By taking the time to listen to them as they share their low point you will see where they feel they are currently failing. Do not attempt to talk them down from a ledge, just hear them and lead them on how to handle that situation better in the future. This will help your people grow and assist you as being looked at as someone who truly cares for them.

After they share their low point, you must follow and have the hard conversation of sharing your low point with them.

  • Did they miss a deadline or quota?
  • Did they gossip and cause issues around your office?
  • Did they not follow through on something you were counting on them doing?

By sharing your low point for them and hearing their low point you will find yourself developing a stronger relationship with those you work with. You will also allow them to clearly learn what you believe is important in their role.



What do they need to know that they do not already? Some people will think that they know enough and if that is the person you are working with you have learned that they are not learning based and might not be what you want on your team. Someone in a role for a long time might need to learn a new way to do something, a new skill that has become required. Someone new to a role will have a lot to know as they grow into the position.

  • Is it a book they should start reading?
  • Is this a class they need to sign up for?
  • Is this a video they should watch?
  • Is this something they need to be asking many people to get different answers so they can know what could be done in a specific situation?

Help them again self discover what they need to know, and then help them figure out where to find the answer.



Many consultations or reviews are places where people talk a lot and action is not always taken and our goal is to just get the meeting over with and make everyone feel good about themselves.

What is it that they should GO do after the meeting?

  • Should they  go complete a task they should have had done already?
  • Should they go and work on something that will help them fix their low point?
  • Should they go speak with someone?

Whatever it is that they should go do, help them self discover what it is for them and help them accomplish it. When they tell you what it is they are going to do, don’t take it away from them, just help them to make sure the go isn’t them avoiding a true task.

By now you are catching on to the pattern here and can guess that you should share with them what it is that you would like to see them go and do to move forward in their position.

To finish the HIGH-LOW-KNOW-GO you should challenge them to know something specific before your next meeting together


If you take your team, staff, family and clients through the HIGH-LOW-GO-KNOW system on a regular basis, your people will know you care, want to go through a wall for you and have your back through all of the highs and the lows!


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Chadalyst  Within the next week host a HIGH-LOW-GO-KNOW and understand that you need to KNOW how to get even more out of your team and this is a way to create more high moments.

Join Chad Hyams on Facebook and on Twitter and share your thoughts.


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