Step 1 of 9 0% Email Header<p>Thank you for taking the time to complete the quiz.</p><p>Your individual report is compiled in the PDF attached. I do hope you find this interesting and helpful.</p>Email Footer<p>Amanda J Green Ltd</p><p>email me at : amanda@ajgleadership.com</p><p>visit me at www.ajgleadership.com</p><p>connect with me at: www.linkedin.com/in/amandajgreen1</p>Setting directionDo you spend enough time thinking about the future and what this means for the area you lead?Day to day pressures mean I find it difficult to make the time to think about the next month let alone the longer term.I know I need to operate more strategically and try and make time to do this but invariably I have to use this time to deal with urgent issues. I do create space to think about the future and its implications but feel I could still lead more strategically.I see this as a vital part of my role and ensure I stay aware of future opportunities and challenges so I can prepare for these.How would you rate yourself today, on a scale of 1-12?Where would you like to be in 12 months time, on a scale of 1-12? Have you communicated a vision for your area and what needs to be done to achieve this?I've not really thought about this - I have enough on my plate managing what I need to do on a day to day basis.I have some ideas for the changes I'd like to see but haven't articulated this and I'm not sure anyone is really interested.I am clear about what I want my area to achieve and share this when I get the opportunity, but I could articulate this in a more compelling way.Those I work with are very clear on my vision. I regularly communicate it and why it's important that we deliver on it.How would you rate yourself today, on a scale of 1-12?Where would you like to be in 12 months time, on a scale of 1-12? Providing focus and clarityHow focused are you on the initiatives that will define your success?There are so many new initiatives here I struggle to keep track, let alone focus, on what is most important.It's really frustrating. I have objectives but find it hard to stay focused on these and say 'no' when I'm asked to work on other activities.I set out objectives and KPI's for my team but we don't get much time to review progress and adapt to any changes that come our way.I'm clear on where I need to add most value and manage myself, my team and our KPI's to maintain a strong focus on these initiatives.How would you rate yourself today, on a scale of 1-12?Where would you like to be in 12 months time, on a scale of 1-12? How well do you delegate responsibility and hold people accountable for their performance and behaviours?I don't have the time to delegate, its much quicker if I just do it myself.I'd like to delegate more but worry whether my team has the capacity and/or capability to take more on.I delegate the routine activities but recognise I need to get better at holding people accountable.I enjoy delegating and stretching others and regularly provide feedback to help improve their performance and effectiveness.How would you rate yourself today, on a scale of 1-12?Where would you like to be in 12 months time, on a scale of 1-12? Engaging and influencing othersHow well do you understand your stakeholders expectations and motivations?I know what my boss wants but that's about it.I understand who my key stakeholders are and I want to engage more effectively with them but something is holding me back.I understand what's important to my key stakeholders but I still struggle to influence them as well as I would like.I'm good at influencing others and make time to understand their needs and keep them updated on what matters to them.How would you rate yourself today, on a scale of 1-12?Where would you like to be in 12 months time, on a scale of 1-12? Do you spend enough time developing the relationships that matter?I guess I've never really thought this is important and there's too much else to do. I don't feel this adds value.I know I need to make more effort with key individuals but find it hard to fit this in and I'm not sure they have time to spend with me.I make time to nurture relationships with my team and peers but could have more impact if I was engaged more widely.Building relationships across the organisation is a vital part of my role I make time to engage with all my key stakeholders.How would you rate yourself today, on a scale of 1-12?Where would you like to be in 12 months time, on a scale of 1-12? Being at your bestHow clear are you on how you lead and the impact you have?I've not really thought about this and not sure it matters as long as I'm delivering the results.I'd like some help to understand my leadership style and the impact I have on others but I'm not sure how best to go about this.I'm clear on who I am as a leader and demonstrate this but think there are areas I can develop to have more impact.I know how I need to be to perform at my best and to foster the growth of those around me and try and live this every day.How would you rate yourself today, on a scale of 1-12?Where would you like to be in 12 months time, on a scale of 1-12? Are you enabling high performance of your team(s)?Now I think about it I doubt many people would say my team is high performing, but I'm not sure if it's me or them!I have some great individual performers but also some challenging team dynamics that hinder our team performance.My team performs well and we regularly deliver on expectations. I think we have more potential, its just knowing how to realise this...Yes! We have a shared purpose and plan and the right people who consistently deliver. We are more than the sum of the parts.How would you rate yourself today, on a scale of 1-12?Where would you like to be in 12 months time, on a scale of 1-12? Final Step One final step before we send you your results, which will enable you to understand where you are and where you want to be. Name* First Name Work Email* Email Consent* Yes, I give consent to securely store my details, email me my report along with future relevant tips supporting my score. Note: We will never share your details with any third party. View our Privacy Policy. Identify the most important numberTopic 1 GapTopic 2 GapTopic 3 GapTopic 4 GapTopic 1 Yes Most ImportantTopic 2 Yes Most ImportantTopic 3 Yes Most ImportantTopic 4 Yes Most ImportantQuestion 1 GapQuestion 2 GapQuestion 3 GapQuestion 4 GapQuestion 1 Yes Most ImportantQuestion 2 Yes Most ImportantQuestion 3 Yes Most ImportantQuestion 4 Yes Most ImportantFeedback if Column 1Feedback if Column 2Feedback if Column 3Feedback if Column 4Q1 or Topic 1 Biggest Gap Feedback<p><strong>Setting direction</strong></p><p>It looks like there is scope to improve in this area. </p><p>The most effective leaders have a clear sense of purpose and view of the difference they want to make.</p><p>Have a think about the area you lead and the difference you want to make?</p><p>What would you love to look back on in future knowing that you and your team made it happen?</p>Q2 or Topic 2 Biggest Gap Feedback<p><strong>Providing focus and clarity</strong></p><p>It looks like there is scope to improve in this area. Don't worry, you're not alone.</p><p>This is an area where many leaders could have a much greater impact and make faster progress if they really honed in on those few key things that are most important and ensure that day to day activities are aligned to these.</p><p>Start by thinking about the key outcomes you want to achieve in the next 6 to 12 months. How will your success be judged and how will you track your progress towards this?</p><p> </p><p> </p>Q3 or Topic 3 Biggest Gap Feedback<p><strong>Engaging and influencing others</strong></p><p>It looks like there is scope to improve in this area. Don't worry, you're not alone.</p><p>Some leaders are naturally very good at this whilst others may not appreciate its importance or feel well enough equipped to do this effectively.</p><p>There are some basic tools and approaches you can use to develop this skillset and it starts with being really clear about who you need on your journey to delivering your vision.</p><p>Try mapping this out by thinking about the internal and external stakeholders that you need involved to deliver on your vision and goals.</p>Q4 or Topic 4 Biggest Gap Feedback<p><strong>Being at your best</strong></p><p>It looks like there is scope to develop greater insight in this area.</p><p>Good leadership is not just about doing some fundamental things well, its about how and who you are as a leader, what drives you and the environment that you create for those around you. This will ensure you get the best out of everyone on your team.</p><p>A good place to start is being really clear on what's important to you.</p><p>Think about what you stand for? What do you want people to say about you as a person and as a leader?</p>Call to Action for EveryoneCall to Action For Column 1<p>I can see you are struggling in some areas and would love to see how I can help you improve.</p><p>I have a few ideas so why not get in touch for an informal, no obligation conversation.</p><p>Email me at <a href="mailto:amanda@ajgleadership.com">amanda@ajgleadership.com</a> and we can schedule a 20 minute call to explore your results and identify what next steps for your development might be.</p><p>I look forward to hearing from you.</p><p>Amanda</p><p> </p><p> </p>Call to Action For Column 2<p>I can see you might be frustrated with some areas of your results and would love to see how I can help you develop as a leader.</p><p>I have a few ideas so why not get in touch for an informal, no obligation conversation.</p><p>Email me at <a href="mailto:amanda@ajgleadership.com">amanda@ajgleadership.com</a> and we can schedule a 20 minute call to explore your results and identify what next steps for your development might be.</p><p>I look forward to hearing from you.</p><p>Amanda</p><p> </p><p> </p><p> </p>Call to Action For Column 3<p>I can see you are doing pretty well in most areas but I would love to see how I can help you really maximise your potential and impact as a leader.</p><p>I have a few ideas so why not get in touch for an informal, no obligation conversation.</p><p>Email me at <a href="mailto:amanda@ajgleadership.com">amanda@ajgleadership.com</a> and we can schedule a 20 minute call to explore your results and identify where improvement might serve you well.</p><p>I look forward to hearing from you.</p><p>Amanda</p><p> </p><p> </p>Call to Action For Column 4<p>I can see you are successful in most areas but I'd be interested to see how I can help you have even more impact as a leader.</p><p>I have a few ideas so why not get in touch for an informal, no obligation conversation.</p><p>Email me at <a href="mailto:amanda@ajgleadership.com">amanda@ajgleadership.com</a> and we can schedule a 20 minute call to explore your results and identify how you can sustain your development going forward.</p><p>I look forward to hearing from you.</p><p>Amanda</p><p> </p><p> </p>Q1 or Topic 1 Biggest Gap Call to ActionQ2 or Topic 2 Biggest Gap Call to ActionQ3 or Topic 3 Biggest Gap Call to ActionQ4 or Topic 4 Biggest Gap Call to ActionFeedback IF 1Feedback IF 2Feedback IF 3Feedback IF 4Topic/Question 1 results text 1-3Topic/Question 1 results text 4-6Topic/Question 1 results text 7-9Topic/Question 1 results text 10-12Topic/Question 2 results text 1-3Topic/Question 2 results text 4-6Topic/Question 2 results text 7-9Topic/Question 2 results text 10-12Topic/Question 3 results text 1-3Topic/Question 3 results text 4-6Topic/Question 3 results text 7-9Topic/Question 3 results text 10-12Topic/Question 4 results text 1-3Topic/Question 4 results text 4-6Topic/Question 4 results text 7-9Topic/Question 4 results text 10-12Total of current:Total of desired:Simplified Current TotalSimplified Desired TotalTopic 1 Total for CurrentTopic 2 Total for CurrentTopic 3 Total for CurrentTopic 4 Total for CurrentTopic 1 Total for DesiredTopic 2 Total for DesiredTopic 3 Total for DesiredTopic 4 Total for DesiredCommentsThis field is for validation purposes and should be left unchanged. 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