Step 1 of 7 0% Email Header<p>Thank you for being curious and taking the time to complete this short Leadership Growth questionnaire.</p><p>Your individual report with development tips is compiled in the PDF attached.</p>Email Footer<p>Many thanks,</p><p>Ingrid Veling</p><p><br />Ignite coaching & consultancy</p><p>06 5709 5250</p><p> </p><p> </p>Talent Acquisition<br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br />Is it easy for you to attract, energise and develop talented people? I would like to learn more, I think I can improve here. Sometimes I manage really well and in other occasions I do not do so well.I'm doing OK, I know what challenges people like to have in order to grow.I'm really successful with this, I have developed my own style and I know what works best. I am seen as a role model for this.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? Developing Others<br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br />What is your preferred style of developing others and are you happy with that? I instruct and support and would like to learn how to apply a coaching style or to let go more.Employees ask my help and I give them my help and support. I would like to learn how to let them take responsibility more.I coach my employees when they are ready for it. I think I could challenge them more to step out of their comfort zone.I believe that people learn the most when trying out new things and also making a mistake now and then. I am happy with my approach.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? Setting a clear direction and being challengedHave you been challenged or asked a difficult question lately? No, I cannot recall.I think it was last month.Yes, I think it was 2 weeks ago.Yes, a few days ago. My employees and peers dare to challenge me. I seek people with different opinions to help me make the best decisions.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? Your values<br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br />What are your most important values? And do you live by them in your work? I am not sure, have not thought about it yet.I think I do, but I am not entirely sure.I do, but I do not live by my values all the time.I know the values that are most important for me and I also live by them all the time. They are my compass.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? Energy and getting things done<br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br />Do you have enough time and energy to focus on the things that matter most and need attention? No, my agenda is always full.Not enough, there is always something unexpected happening that confuses my agenda and leaves me no time to do the things I wanted to do.Sometimes, if I plan well ahead and I stick to that plan.Yes, I do plan well ahead, take the time to zoom out and strategise, and plan time in my agenda for me-time and family 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? Visibility<br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br /><br />Are you ready for a promotion? How visible are you to the key decision makers?I am not visible enough and I find it difficult to brag about my results.I am somewhat visible, my manager supports me.I am visible. I was active in a strategic project and my manager supports me.I am very visible. The manager of my manager knows of me and my qualities. I was visible in a strategic project. I have no problem sharing my story and my results with people.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 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 numberQuestion 1 GapQuestion 2 GapQuestion 3 GapQuestion 4 GapQuestion 5 GapQuestion 6 GapQuestion 1 Yes Most ImportantQuestion 2 Yes Most ImportantQuestion 3 Yes Most ImportantQuestion 4 Yes Most ImportantQuestion 5 Yes Most ImportantQuestion 6 Yes Most ImportantFeedback if Column 1Feedback if Column 2Feedback if Column 3Feedback if Column 4Q1 or Topic 1 Biggest Gap Feedback<p><strong>Being a talent magnet, people like to work for you and remain with the company longer</strong></p><p>Looks like you are not a full talent magnet yet. A so called talent magnet is able to attract talented people and use them to their fullest capacity. You have access to this talent pool because you are known for developing people and for accelerating the growth of their skills and experience and value in the market.</p><p>A good book that I can recommend is 'Multipliers' written by <strong>Liz Wiseman</strong> (ISBN 978-0-06-269917-6). Multiplier leaders are leaders who use their intelligence to amplify the smarts and capabilities of the people around them. They inspire employees to stretch themselves to deliver results that surpass expectations. Multieplier leaders are Talent Magnets as they have the reputation of a manager you should work for as he/she will enable you to grow. </p><p>If you want to learn how to become a Talent Magnet or a Multiplier manager, coaching is also an option to try out. </p><p> </p>Q2 or Topic 2 Biggest Gap Feedback<p><strong>Support others in their growth</strong></p><p>Looks like you are on your way, but could be more effective. A nice challenge! </p><p>As you know, as a manager or leader you have to be able to apply different management styles. Talented employees thrive best in an environment where their manager coaches them in finding their own answers, challenges them to find out if their solution or approach is the right one, creates the safety to let them make their own mistakes and enables them to learn from their mistakes, give them the limelight when deserved, invites people to cooperate. </p><p>If you are interested in creating a safe environment for your employees to grow, I would recommend you to read <strong>Brene Brown's</strong> newest book 'Dare to Lead'. Brene states: 'to scale daring leadership and build courage in teams and organizations, we have to cultivate a culture in which brave work, tough conversations, and whole hearts are the expectation, and armor is not necessary or rewarded. We have to be vigilant about creating a culture in which people feel safe, seen, heard, and respected.' </p><p>If you feel you need some support in becoming a such a leader and would like to work on expanding your skills, then coaching is the best solution for you.</p>Q3 or Topic 3 Biggest Gap Feedback<p><strong>Setting a clear direction and being challenged</strong></p><p>Looks like this is one of your blind spots. Don't worry, it can easily be improved. </p><p>When you move up in an organisation, you will probably notice that you will receive not so much honest and direct feedback as you did at the beginning of your career. This is a gradual process and you hardly notice this happening. You need this feedback and challenge to keep you sharp in your decisions and actions.</p><p><strong>Tip:</strong> one of the solutions you can try out is to talk to direct reports of your direct reports (or even lower in the organisation) in an informal setting, for example at the lunch table or just having a coffee and then asking the question: "is there anything I might not be aware of and what can I do to become more aware of that"</p><p>It is furthermore valuable to investigate with a coach what makes that you receive less challenge and feedback and to develop strategies how to best solve this.</p>Q4 or Topic 4 Biggest Gap Feedback<p><strong>Your values as your compass</strong></p><p>Looks like this is not yet clear for you. A very nice topic to work on. </p><p>Daring leaders who live into their values are never silent about hard things (quote from Brene Brown). A value is a way of being or believing that we hold most important, the compass you lead by. Values are your anchor in good and in hard times. If you are interested on working on your values and want to know more about this, I recommend you to read <strong>Brene Brown's</strong> book 'Dare to Lead'. You will find easy exercises to guid you in finding your most important values to use in the work environment.</p><p>If you prefer to have deeper discussions on this, a few discussions and exercises with a coach could be what you need.</p>Q5 or Topic 5 Biggest Gap Feedback<p><strong>Getting things done</strong></p><p>Looks like you have spread yourself a bit thin and allow your agenda to manage you. This is a great opportunity to work on and create more time for the things you find important. </p><p>You need focus to deliver the best results or to grow a talent or to gain the knowledge you need. We have many distractions in life and also in work, the phone keeps ringing, mail keeps on coming and colleagues and peers often stop at your desk. When you have the natural intention to help or support people, you often put their needs and deadlines above yours.</p><p>If you feel that that is the case for you, then a session with a coach is a good option to discover the deeper causes of always being too busy</p>Q6 or Topic 6 Biggest Gap Feedback<p><strong>Visibility</strong></p><p>Looks like you are not yet aware how to work on your visibility and why it is important. Very valuable for your career to work on.</p><p>Appointment decisions for positions with impact are usually taken by other people than your direct manager. If you aspire such a position as a short or longer term goal, it is important that: 1) people know that you aspire this, 2) that you know what skills and experience you need to be successful in that role and 3) that the decision makers know of you and what your are capable of. Therefore it is important to be visible and to be known for the things that matter for your career.</p><p>Women often feel a greater challenge to be visible. There is much research available. My tip would be to read <strong>'Lean In'</strong> from Cheryl Sandberg and '<strong>Breaking through Bias</strong>' from Andrea Kramer and Alton Harris. </p><p>You could also join a local Lean In circle or visit the Lean In website https://<strong>leanin</strong>.org</p><p>To explore how to increase your visibility in the workplace with a coach is also a proven tool of success.</p>Call to Action for Everyone<p>Were you surprised about your results? Where there any blind spots you discovered and does it trigger some questions? </p><p>If you are curious to learn how you can easily improve and grow in these areas, please wait for my next email. It is an invitation to have a free and 'no strings attached' 30 minute call to explore the results of your report and the possibilities for further growth. You can of course also propose a time and date for a call via<strong> info@ignite2move.nl</strong></p>Call to Action For Column 1Call to Action For Column 2Call to Action For Column 3Call to Action For Column 4Q1 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 ActionQ5 or Topic 5 Biggest Gap Call to ActionQ6 or Topic 6 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 10-12Topic/Question 5 results text 1-3Topic/Question 5 results text 4-6Topic/Question 5 results text 7-9Topic/Question 5 results text 10-12Topic/Question 6 results text 1-3<p>Studies have shown that promoting women to management and<br />leadership positions increases the output and profitability of<br />companies.</p>Topic/Question 6 results text 4-6<p>Women face<br />unique challenges when climbing the leadership ladder,<br />navigating corporate dynamics or scaling the business they<br />lead. These challenges range from limiting beliefs and<br />unconscious bias to lack of support, visible role models and<br />sponsors.</p>Topic/Question 6 results text 7-9Topic/Question 6 results text 10-12<p>gain practical insights on how to lead authentically<br />while influencing and inspiring your team to achieve a shared<br />vision.</p>Total of current:Total of desired:Simplified Current TotalSimplified Desired TotalQ1 Total for CurrentQ1 Total for DesiredQ2 Total for CurrentQ2 Total for DesiredQ3 Total for CurrentQ3 Total for DesiredQ4 Total for CurrentQ4 Total for DesiredQ5 Total for CurrentQ5 Total for DesiredQ6 Total for CurrentQ6 Total for DesiredCommentsThis field is for validation purposes and should be left unchanged. This iframe contains the logic required to handle Ajax powered Gravity Forms.
