Step 1 of 10 0% Email HeaderThank you for taking the time to complete the quiz.Your individual report is compiled in the PDF attached.Email FooterMany thanks,Michael HagleyBearing CoachLeadingHow well have you shared your values and established shared values with your team?Not really clear on what’s most important to me at work. Not ready to share yet..Have done the work to clarify my values and am having challenges talking about them.Have clarified my values and have started sharing them with my team.Shared my values and built a set of shared values with my team that we live by.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 have you articulated and developed a team sense of purpose, a shared vision?We do our work everyday and allow the work to define our purpose.I’ve figured out where our work fits in the organization, why we are here, and trying to change our view of it.We understand what we can do to further the company and are building a vision of how to do it.Our purpose is clear and the team fully buys into the vision we have created of who we are and how we win.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 often do you recognize and celebrate “wins” within your team? How often do you deliberately catch them doing something right?We are just keeping our heads above water and the work piles on everyday. It’s hard to see how we are creating “wins”.I can see how people are creating small positive moments. It’s hard to celebrate them as they feel so small.We are starting to talk about our wins, and own them. I’m hearing more from team members about seeing others win.I fully see when my team has a “win” and acknowledge each one. The team is also acknowledging each other’s wins.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? ManagingHow well do you set goals for yourself and your team?Honestly, goals don’t work and we don’t really set them unless we are given them.I’ve set goals for myself and have a goal in mind for my team. I’m struggling to make it real for them.I’ve written down goals for myself and for the team. We keep them in mind and are succeeding often.We have written goals and subgoals and are focused on delivering results against 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? How well do you set your team up for success and remove barriers that get in their way?Each of my direct reports knows their job and how to do it. They just have to do it.I give clear instructions that get followed by some. However, the others have too many excuses.We discuss what is needed to be successful and I do my best to be supportive of all team members.We’ve established success criteria, have regular discussions about what they need, then I act 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? How well do you handle those difficult performance based conversations with people in your team?I don’t really. I have a hard time criticizing my team as our work is really difficult. So, I let them do their best.I try to talk to people about what they aren’t being successful at but, they don’t go well and I don’t like it.I talk to people at our quarterly reviews. I’m able to be specific and site examples of on and off target results.I give formal feedback quarterly; timely feedback when I see an issue so they can learn and do better next time.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? CoachingHow do you create personal development plans within a current role that supports growth for the future?If a team member asks for training and I think it can get approved I’ll take it to HR.I ask about what training people want and if it fits today. It’s hard to see what tomorrow my require.I discuss training and development and the future with each team member and I set up what I can for them.We discuss and plan for each person’s future in the company. We set goals, monitor and share progress.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 do you handle coaching conversations focussed on a team member’s personal development plan?After a course we do a quick debrief and the team member shares what they will implement.After a course we debrief and the team member writes and shares their action plan.We discuss progress regularly, what’s going well, what could be done differently and missed opportunities.Team members arrange meetings; brings a challenge in their development to be coached on and we start working on itHow 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 do you provide the support and the opportunities for team members to develop?I give them the time to take courses and expect that they will do things differently afterwards. It’s best to let them find the how themselves.I ask them what they need to continue to expand. I help them find information and arrange one-to-one meetings with people.I give them time to talk to people and build relationships with others outside our team in line with their aspirations and promote them.I find opportunities to work with people who do the jobs they want; I propose them to project teams in unfamiliar roles they can handle.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 and tricks 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 1 Yes Most ImportantTopic 2 Yes Most ImportantTopic 3 Yes Most ImportantFeedback if Column 1Feedback if Column 2Feedback if Column 3Feedback if Column 4Q1 or Topic 1 Biggest Gap FeedbackLeadingLeading is a challenge and it's different than managing. If this is the first time you've come across the difference, don't worry. It is a set of behaviours that can be learned, practiced and perfected. And, I can show you a model of examplary leadership behaviours that generates a huge lift in results from your people!Q2 or Topic 2 Biggest Gap FeedbackManagingManaging can be tedious and doing it well takes practice. Managing well means that your people are never surprised by the feedback you give them. It means that doing better becomes work that you do with your team and not "to" them. If you do it well, your people who want to progress will look forward to your feedback and they will know that you are on their side! This gives a huge boost to morale and results!Q3 or Topic 3 Biggest Gap FeedbackCoachingNot a lot of managers have been taught how to coach and when to coach their people. This skill is the extra power you need to get exceptional results from everyone. This is the skill set that helps your people really think for themselves, find their own answers, generate their own motivation. It is the skill that helps get out of the role of having to have all the answers! It is also the skill that can add to your reputation of "best boss ever"!Call to Action for EveryoneCall to Action For Column 1I can see you are struggling and would love to see how I can help you improve.Let's chat about your score.Schedule an obligation-free discovery call via http://www.calendly.com/michaelatbearingcoachCall to Action For Column 2I can see you might be frustrated with some of the outcomes and would love to see how I can help you improve.Let's chat about your score.Schedule an obligation-free discovery call via http://www.calendly.com/michaelatbearingcoachCall to Action For Column 3I can see you are doing OK in most areas but I would love to see how I can help you reach your maximum potential.Let's chat about your score and what this can look like.Schedule an obligation-free discovery call via http://www.calendly.com/michaelatbearingcoachCall to Action For Column 4I can see you are successful in most areas but I would love to see how I can help you even further and ensure you stay on track.Let's chat about your score and what this can look like.Schedule an obligation-free discovery call via http://www.calendly.com/michaelatbearingcoachQ1 or Topic 1 Biggest Gap Call to ActionQ2 or Topic 2 Biggest Gap Call to ActionQ3 or Topic 3 Biggest Gap Call to ActionFeedback IF 1Feedback IF 2Feedback IF 3Feedback IF 4Topic/Question 1 results text 1-3Looks like you're struggling with a key topic in this area. No worries, with support and practice we can move your scores and results up.Topic/Question 1 results text 4-6Looks like you are trying but, some areas of leading are giving you challenges. Don't worry as you can learn leadership behaviours that will drive top level results.Topic/Question 1 results text 7-9Looks like you are doing well in the area of leadership. With a little more support and practice you can drive even better results for your team.Topic/Question 1 results text 10-12You're off to the races! Keep it up, and you'll continue to drive the best results for yourself, your team and your company!Topic/Question 2 results text 1-3Looks like you're having trouble with a key topic in managing. You're not alone. Managing skills can be taught and developed witht the right support.Topic/Question 2 results text 4-6Looks like you're making some progress with managing and may need to sharpen your skills to get the results you want. Topic/Question 2 results text 7-9Looks like you've got all the basics of managing working for you. With support and focus on those areas of growth you'll be a Rockstar in no time!Topic/Question 2 results text 10-12Looks like you've got Managing sorted out and working for you! Keep it up, be consistent and continue delivering the results you want!Topic/Question 3 results text 1-3Looks like coaching in the context of work migh be giving you some trouble. This is a skill that we can teach you how and when to use for the benefit of your team.Topic/Question 3 results text 4-6Looks like you have an idea what coaching in the context of work might look like but, it isn't quite there for you yet. Becoming better at coaching will give you an edge others don't have.Topic/Question 3 results text 7-9Coaching seems to be working for you. That's great. Now work to refine your coaching skills and empower your team even more to see where you can go!Topic/Question 3 results text 10-12Coaching seems to have delivered for you. Congrats. Keep up those conversations, find more opportunities to coach and continue to drive your results and growth for each team member.Total of current:Total of desired:Simplified Current TotalSimplified Desired TotalTopic 1 Total for CurrentTopic 1 Total for DesiredTopic 2 Total for CurrentTopic 2 Total for DesiredTopic 3 Total for CurrentTopic 3 Total for DesiredNameThis field is for validation purposes and should be left unchanged. This iframe contains the logic required to handle Ajax powered Gravity Forms.