Start with the DART Multiplier, then the templates you can use at work this week. Copy one into a doc, fill it in, and bring it to the conversation. Working on the Service Learning project? The team toolkit has your first email, proposal outline, and hours log.
DART Multiplier
Score one person or team on each DART lever, 0 to 100%. The levers multiply, so the lowest score caps everyone else's work. Nothing is saved or sent anywhere.
Share of time on work that matters
Fit of the person to the role
Share of effort the person chooses to give
Growth since hire; skills keeping pace
Copy the written version
Fill in for one person, then bring it to a one-on-one
DART MULTIPLIER (score each 0 to 100%)
Person or team:
Direct & Deploy (time on work that matters): ___% Evidence:
Attract & Assess (fit to the role): ___% Evidence:
Reward & Retain (effort they choose to give): ___% Evidence:
Teach & Transform (growth since hire): ___% Evidence:
Multiply the four: ___% of potential captured
Lowest lever:
What is causing it:
One change that would raise it 10 points:
Who owns that change, and by when:
Weighted Decision Matrix
Score each option 1 to 5 on each criterion. Weights should reflect what matters most. The tool multiplies and adds for you; nothing is saved or sent anywhere.
Fill in the scores to see a ranking.
The top score is a starting point for discussion, not the answer. If the result surprises you, ask whether your weights are honest.
Feedback (SBI + Request)
For a specific, fair conversation about performance.
Copy into a doc or notes app
FEEDBACK PLAN
Situation (when and where):
Behavior (what I saw or heard, not my interpretation):
Impact (on the work, the team, customers, or me):
Request (the specific change I am asking for):
Their side (question I will ask to hear their view):
Follow-up (when we will check in):
Delegation Plan
Hand off the outcome and the authority together.
Copy into a doc or notes app
DELEGATION PLAN
Task or decision being delegated:
Delegated to:
Why this person (skill, development, closeness to the work):
The outcome I need (what done looks like):
Authority they have (decide alone / decide then inform / recommend first):
Resources and budget:
Check-in points (dates):
Risks and what to do if they happen:
How I will resist taking it back:
Stakeholder Map
See who is affected before you act.
Copy into a doc or notes app
STAKEHOLDER MAP
Decision or change:
For each stakeholder:
Name or group | What they care about | Gains or loses? | Influence (high/low) | Interest (high/low) | How I will involve them
1.
2.
3.
4.
High influence + high interest: manage closely
High influence + low interest: keep satisfied
Low influence + high interest: keep informed
Low influence + low interest: monitor
Motivation Diagnostic
Figure out why effort is low before you guess at a fix.
Copy into a doc or notes app
MOTIVATION DIAGNOSTIC (score each 1 to 5)
Direct & Deploy: Does the person know what matters and spend time on it? __
Attract & Assess: Is the person a good fit for the role's demands? __
Reward & Retain: Do they value what they get for good work? __
Teach & Transform: Are they growing and getting the training they need? __
Expectancy: Do they believe effort will lead to good performance? __
Equity: Do they see their treatment as fair compared with others? __
Lowest score:
What I will ask them about it:
Team Charter
Agree on how you will work before problems start.
Copy into a doc or notes app
TEAM CHARTER
Team name:
Our goal (SMART):
Deliverables and deadlines:
Roles (who owns what):
-
-
-
How we communicate (channel, response time):
How we make decisions (consensus, majority, owner decides):
Meeting rhythm:
What we do if someone misses a deadline:
How we handle disagreement:
Signatures and date: