Step 1 of 27 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.</p>Email Footer<p>____________________________</p><p><strong>Jérôme Oguey</strong><br />Managing Director<br />Business Economist HWV/FH<br />ICF Professional Certified Coach</p><p><em>« It always seems impossible until it’s done » - Nelson Mandela</em></p><p><strong>INLEAD</strong><br />Unleashing the potential of people and organisations is our passion.<br />Reitergasse 11, CH-8004 Zürich<br />+41 44 503 70 75<br />Mail: jerome.oguey@inlead.ch<br />LinkedIn: <a href="http://www.linkedin.com/in/jeromeoguey">www.linkedin.com/in/jeromeoguey</a></p><p><strong>INLEAD:</strong> Inclusive Leadership and Leveraged Diversity – <a href="http://www.inlead.ch/">www.inlead.ch</a></p>Instructions: Click/touch on the answer below that you feel is the most relevant. Competences and MeansI know each team member’s strengths and potential and consciously take it into account when assigning tasks and projects.I strongly disagreeI disagreeI agreeI strongly agree I am committed to the personal development of my team members and invest regularly in the time to discuss development opportunities with them.I strongly disagreeI disagreeI agreeI strongly agree My employees have all the necessary means and tools to carry out their work.I strongly disagreeI disagreeI agreeI strongly agree I know how much pressure every single employee can take and don’t exceed their limits.I strongly disagreeI disagreeI agreeI strongly agree Clarity and AutonomyMy employees know their goals and what I expect from them.I strongly disagreeI disagreeI agreeI strongly agree I encourage my team members to make decisions in the scope of their work.I strongly disagreeI disagreeI agreeI strongly agree I trust them and they can count on me, even when things go wrong or when they make mistakes.I strongly disagreeI disagreeI agreeI strongly agree I seek the support and ideas of my team for innovation and decision-making purposes.I strongly disagreeI disagreeI agreeI strongly agree I adapt my leadership and communication style to each individual team member.I strongly disagreeI disagreeI agreeI strongly agree I encourage my team members to challenge me and my ideas.I strongly disagreeI disagreeI agreeI strongly agree Trust and SafetyGiven their openness, I know that my team members trust me and feel safe to express their criticisms and opinions.I strongly disagreeI disagreeI agreeI strongly agree My team members know through experience, that I am dependable for our team and mission.I strongly disagreeI disagreeI agreeI strongly agree I behave, interact and lead in a way that encourages trust.I strongly disagreeI disagreeI agreeI strongly agree My employees can predict how I will act or react, when something good or bad happens.I strongly disagreeI disagreeI agreeI strongly agree I openly admit mistakes and learn from them.I strongly disagreeI disagreeI agreeI strongly agree Appreciation and CareI regularly express my appreciation for the work they have done.I strongly disagreeI disagreeI agreeI strongly agree I value each single employee as an individual as well as their opinions and criticisms.I strongly disagreeI disagreeI agreeI strongly agree If I am not satisfied with someone’s performance or behaviour, I communicate this constructively and in good time.I strongly disagreeI disagreeI agreeI strongly agree I encourage my employees to challenge the status quo.I strongly disagreeI disagreeI agreeI strongly agree When something happens in one of my employee’s professional or private life, I seek the dialogue to find out how I or my organisation can help.I strongly disagreeI disagreeI agreeI strongly agree Team and CollaborationI consider each single employee as being an equal member of my team.I strongly disagreeI disagreeI agreeI strongly agree I communicate openly and frequently with my team, even on critical issues and confidential topics.I strongly disagreeI disagreeI agreeI strongly agree I listen carefully to my employees and seek understanding in a respectful manner when our opinions diverge.I strongly disagreeI disagreeI agreeI strongly agree I observe regularly that my team members support each other, even when the work-load is high, and without me having to ask them to do so.I strongly disagreeI disagreeI agreeI strongly agree When conflict arises, I seek the opinions of all parties involved as well as that of others not directly implicated; before I facilitate the mediation.I strongly disagreeI disagreeI agreeI strongly agree I dare to act and make courageous decisions to ensure fairness and respect towards my employees.I strongly disagreeI disagreeI agreeI strongly agree Final DetailsOne final step before we send you your results. Name* First Name Last Name Company Name*Phone*Email* Email Consent* Yes, I give consent to securely store my details, to receive my report by e-mail and to be contacted by the provider of this service. Note: We will never share your details with any third party. View our Privacy Policy. Overall Score results text for Column 1 - 0-40%<p>From your self-identified score, it appears you are often frustrated in a number of key areas, and could really use some help to improve this.</p><p>INLEAD’s engagement compass stretches across five key dimensions from which the behaviours of engagement, loyalty and well-being can emerge in an organisation.</p><p>1. <strong>Competences and Means:</strong> employees need to have all the necessary competences, experiences and means they require in order to fully engage in their work.</p><p>2. <strong>Clarity and Autonomy:</strong> clear expectations from a manager is key, but not sufficient. A lot of managers tend to be reluctant in delegating tasks and decision-making authority.</p><p>3. <strong>Trust and psychological Safety:</strong> human beings need to feel safe in order to contribute and share their ideas and opinions within a group.</p><p>4. <strong>Appreciation and Care:</strong> employees who feel cared about and valued perform best.</p><p>5. <strong>Team and Collaboration:</strong> being part of a team, sharing a purpose and feeling the support of the manager and team-mates lead towards personal satisfaction and engagement.</p><p>High scores in all these dimensions predicate high engagement, loyalty, well-being and retention in a team and organisation.</p>Overall Score results text for Column 2 - 40-62%<p>From your self-identified score, it appears you are often frustrated in a number of key areas, and could really use some help to improve this.</p><p>INLEAD’s engagement compass stretches across five key dimensions from which the behaviours of engagement, loyalty and well-being can emerge in an organisation.</p><p>1. <strong>Competences and Means: </strong>employees need to have all the necessary competences, experiences and means they require in order to fully engage in their work.</p><p>2. <strong>Clarity and Autonomy:</strong> clear expectations from a manager is key, but not sufficient. A lot of managers tend to be reluctant in delegating tasks and decision-making authority.</p><p>3. <strong>Trust and psychological Safety:</strong> human beings need to feel safe in order to contribute and share their ideas and opinions within a group.</p><p>4. <strong>Appreciation and Care:</strong> employees who feel cared about and valued perform best.</p><p>5. <strong>Team and Collaboration:</strong> being part of a team, sharing a purpose and feeling the support of the manager and team-mates lead towards personal satisfaction and engagement.</p><p>High scores in all these dimensions predicate high engagement, loyalty, well-being and retention in a team and organisation.</p>Overall Score results text for Column 3 - 63-84%<p>From your self-identified score, it appears you are doing well in most areas, but could still do with some improvement. What is your plan to further enhance the engagement and performance in your team?</p><p>INLEAD’s engagement compass stretches across five key dimensions from which the behaviours of engagement, loyalty and well-being can emerge in an organisation.</p><p>1. <strong>Competences and Means:</strong> employees need to have all the necessary competences, experiences and means they require in order to fully engage in their work.</p><p>2. <strong>Clarity and Autonomy:</strong> clear expectations from a manager is key, but not sufficient. A lot of managers tend to be reluctant in delegating tasks and decision-making authority.</p><p>3. <strong>Trust and psychological Safety:</strong> human beings need to feel safe in order to contribute and share their ideas and opinions within a group.</p><p>4. <strong>Appreciation and Care:</strong> employees who feel cared about and valued perform best.</p><p>5. <strong>Team and Collaboration:</strong> being part of a team, sharing a purpose and feeling the support of the manager and team-mates lead towards personal satisfaction and engagement.</p><p>High scores in all these dimensions predicate high engagement, loyalty, well-being and retention in a team and organisation.</p>Overall Score results text for Column 4 - 85-100%<p>From your self-identified score, it appears you are successful with most areas. Well done! What is your plan to keep the engagement and performance in your team high on the long run?</p><p>INLEAD’s engagement compass stretches across five key dimensions from which the behaviours of engagement, loyalty and well-being can emerge in an organisation.</p><p>1. <strong>Competences and Means:</strong> employees need to have all the necessary competences, experiences and means they require in order to fully engage in their work.</p><p>2. <strong>Clarity and Autonomy:</strong> clear expectations from a manager is key, but not sufficient. A lot of managers tend to be reluctant in delegating tasks and decision-making authority.</p><p>3. <strong>Trust and psychological Safety:</strong> human beings need to feel safe in order to contribute and share their ideas and opinions within a group.</p><p>4. <strong>Appreciation and Care:</strong> employees who feel cared about and valued perform best.</p><p>5. <strong>Team and Collaboration:</strong> being part of a team, sharing a purpose and feeling the support of the manager and team-mates lead towards personal satisfaction and engagement.</p><p>High scores in all these dimensions predicate high engagement, loyalty, well-being and retention in a team and organisation.</p>Call to Action for Everyone<p>Let's see how we can help improve your score!</p><p>Firstly take a few minutes to carefully read and reflect upon this report. While reading write down your first impressions, thoughts as well as situations that you recall. Write down the dimension in which you seek an improvement over the next few weeks. Then let's have a chat together about your score, and identify how you can enhance your leadership practice for more engagement and greater performance in your team.</p><p>Further options: discuss openly your score with your team members or let your team members evaluate their own engagement. We are happy to support you in this process and/or to set up a personalised assessment for you and your team members.</p><p>Best regards,<br />Jérôme Oguey<br />____________________________</p><p>Jérôme Oguey<br />Managing Director INLEAD<br />Reitergasse 11, CH-8004 Zürich<br />+41 44 503 70 75<br /><a href="mailto:jerome.oguey@inlead.ch">jerome.oguey@inlead.ch</a><br />(c) 2020 - INLEAD: Inclusive Leadership and Leveraged Diversity – <a target="_blank" href="http://www.inlead.ch/en">www.inlead.ch/en</a></p>Call to Action for Column 1 - 0-40%Call to Action for Column 2 - 40-62%Call to Action for Column 3 - 63-84%Call to Action for Column 4 - 85-100%Question 1 results text for Column 1 - 0-40%Question 1 results text for Column 2 - 40-62%Question 1 results text for Column 3 - 63-84%Question 1 results text for Column 4 - 85-100%Question 2 results text for Column 1 - 0-40%<p> </p><p><!--[endif]--></p><p> </p>Question 2 results text for Column 2 - 40-62%Question 2 results text for Column 3 - 63-84%Question 2 results text for Column 4 - 85-100%Question 3 results text for Column 1 - 0-40%Question 3 results text for Column 2 - 40-62%Question 3 results text for Column 3 - 63-84%Question 3 results text for Column 4 - 85-100%Question 4 results text for Column 1 - 0-40%Question 4 results text for Column 2 - 40-62%Question 4 results text for Column 3 - 63-84%Question 4 results text for Column 4 - 85-100%Question 5 results text for Column 1 - 0-40%Question 5 results text for Column 2 - 40-62%Question 5 results text for Column 3 - 63-84%Question 5 results text for Column 4 - 85-100%Question 1 %Question 2 %Question 3 %Question 4 %Question 5 %Overall Total NumberThis will simply add up all questions and give a total number of points for all. Overall Current PercentageCreation note: Change "40" to the number of total points available in this quiz. Remember each question is worth a total of 4 points. E.g. Total of 6 questions is 4x6 = "24". Total of 8 questions is 4x8 = "32". etc This iframe contains the logic required to handle Ajax powered Gravity Forms.
