WHY THIS EXISTS
The Problem With PIPs
The traditional Performance Improvement Plan runs on pressure, whichvt rarely produces lasting change. It tends to trigger shame, defensiveness, and quiet disengagement, the opposite of what a struggling employee needs to turn things around.
The Spark Plan works with how the brain's motivation system actually functions, so the employee buys in instead of bracing for the worst.
The SPARK Method
Five steps, one framework:
SEE (S): Understand what's actually happening, beneath the surface behavior.
PINPOINT (P): Identify the specific executive function patterns getting in the way.
ACTIVATE (A): Engage the employee's own motivation, rather than imposing pressure.
RESOURCE (R): Give them the tools and structure to make change possible.
KEEP THE RHYTHM (R): Sustain progress with a steady, repeatable check-in cadence.
What's Inside
The full SPARK methodology, step by step.
A co-created Future-Self visioning process.
A 10-domain executive function assessment, with manager and employee versions.
SMART goal templates with 30, 60, and 90-day milestones.
A weekly check-in structure with a ready-to-use email template.
Language scripts for hard conversations, moving from shame to curiosity.
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