Interpreting Senior Manager Reports: Leadership Team Health

Updated by Amy Thomas

If you manage managers, your Weekly Manager Check-ins Senior Manager Report provides insights at two levels:

  1. Your Direct Reports: health metrics for each manager on your team
  2. Your Span of Control: aggregated data across all teams in your reporting structure
This report will be sent to you if you manage other managers. If you manage direct reports OR lead a team where everyone is an individual contributor, you will receive the Team Leader Report.

Structure Overview

Overall Health Scores (Your Direct Reports)

• Energy: Team leader morale and resilience

• Progress: How well direct reports are driving their teams toward goals

• Readiness: Whether teams are prepared for upcoming initiatives

Span of Control Summary

• Aggregated metrics across all teams reporting to you (directly or indirectly)

• Shows whether individual team health is translating to organizational impact

• Flags systemic issues affecting multiple teams

Key Patterns to Identify

Divergence Between Direct Reports and Span of Control
• What it means: If your managers look healthy but their teams don't, managers may be under-communicating, over-controlling, or missing issues

• Your action: Schedule skip-level conversations with individual contributors to understand what's actually happening
High Performers with Struggling Teams
• What it means: A manager may be excellent at managing up while missing team engagement

• Your action: Provide coaching on team leadership behaviors, not just task management
Cross-Team Resource Contention
• What it means: Multiple teams flagging the same resource constraint (example: "creative bandwidth," "system access")

• Your action: This is a span-of-control priority—resolve it for all teams, not just one manager's problem
Improving Managers: These are great coaching conversations
• Celebrate improvements and ask: "What changed?" Then replicate across other teams.

Suggested Conversations Section

The report identifies specific managers and team members worth connecting with.

High Priority: Issues with business impact

• Examples: Manager struggling with attrition, team reporting major blockers, resource conflicts

• Your action: Schedule conversations this week; come prepared with context and ideas for support

Worth Connecting: Development or early warning signals

• Examples: Manager showing improvement, individual contributor with dropping energy scores

• Your action: Recognize progress or investigate potential issues before they escalate

Follow-Up: Previous issues being monitored

• Examples: Team member who was struggling now improving, recent hire in settling-in phase

• Your action: Maintain continuity of support; celebrate progress

Additional Resources

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