Step 1 of 5 0% Email Header<p>Thank you for taking the time to complete the quiz. Change is never easy which is why I have developed a library of tools and insights that will help you accelerate the learning and develop your skills as a leader in the fastest time possible.</p><p>I hope it gave you some valuable insights and you are ready to take the next step. I am here to help you. </p><p> </p><p> </p>Email Footer<p>Please contact me directly at jacqueline@innerfluence.com or call (646) 241 7115 or <a href="http://www.innerfluence.com">visit my website.</a></p><p>Many thanks,</p><p>Jacqueline<br /> </p><p> </p>We have a clear, compelling case for change that employees will definitely rally around.I haven't really taken the time to explore these possibilities. We understand the need for change but find it hard to get people to respondWe have implemented some change initiatives and continue to look for ways to accelerate themWe have identified the key supporters of the change and have a plan to leverage themHow 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? StrategyWe have isolated the logical reasons for resistance to change and have a plan to help people address these.There is no plan in placeWe have identified some key ares for change but leadership is reluctant to engage We have identified the key resistors of the change and have a plan to isolate or neutralize them.Our leadership has cleared enough time from their schedule to show that they are personally committed to the required change.How would you rate yourself today, on a scale of 1-12?What is your ideal score in 12 months time, on a scale of 1-12? CULTUREWe are challenged to get things done efficiently and effectively We have issues with execution and things don't get done wellWe could be stronger as an organization in getting new ideas acceptedWe are fairly satisfied that our managers execute on time, on budget, and with high qualityWe are strong as an organization in getting ideas and strategies implemented and moving forward fastHow would you rate yourself today, on a scale of 1-12?What is your ideal score in 12 months time, on a scale of 1-12? PerformanceDoes your executive team model the behavior and thinking you need to implement changeWe could probably do better with thisNot everyone is onboard with change ideasEveryone has clear objectives and key performance indicators laid out for the next three years. I'm confident that we are making significant changes that will impact our company growth in the next five years.How would you rate yourself today, on a scale of 1-12?What is your ideal score 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 Company 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 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>Strategy</strong></p><p>When we have issues with execution, usually quality, time and budget is what suffers. If you are experiencing low performance, or lack of execution we have some strategies that could be helpful to your success. </p><p> </p>Q2 or Topic 2 Biggest Gap Feedback<p><strong>CULTURE</strong></p><p>Leading change is fraught with risks and potential land mines. We have watched many careers get derailed, and many organizations take a long time to recover from costly but avoidable mistakes during change initiatives that went off track. Defining culture is critical to motivating and accelerating change in your organization. </p>Q3 or Topic 3 Biggest Gap Feedback<p><strong>Performance</strong></p><p>Frequently there is a significant variability among managers in their ability to see the necessity for change in gettings ideas moving forward, accepted and implemented. Difficulties working across units or departments can be resolved with the right tools and insights. </p>Call to Action for EveryoneCall to Action For Column 1<p>Avoid costly mistakes that others have made.We can show you how to avoid the non-obvious land mines that offer nasty surprises to executives when they lead change.</p><p>In appreciation for taking the time to complete this quiz I'd like to offer you a brief call with me to discuss. <a href="https://calendly.com/innerfluence/10-minute-introduction-call">Click on the link </a>to find a time that works for you. </p>Call to Action For Column 2<p>Get momentum on your side quickly. We have seen many organizations get bogged down in change efforts that go nowhere which causes employees to feel stressed, become cynical, and the best talent to head for the exits.</p><p>There are proven strategies to build momentum during change, and there are also wrong ways to get change processes moving. We know the difference and we can show you the most effective path to results.</p><p>In appreciation for taking the time to complete this quiz I'd like to offer you a brief call with me to discuss. <a href="https://calendly.com/innerfluence/10-minute-introduction-call">Click on the link </a>to find a time that works for you. </p>Call to Action For Column 3<p>Bad performance and lack of clarity will ruin your organization. We can help you take a comprehensive approach to change, so that you don’t get blindsided by unanticipated consequences.</p><p>In appreciation for taking the time to complete this quiz I'd like to offer you a brief call with me to discuss. <a href="https://calendly.com/innerfluence/10-minute-introduction-call">Click on the link </a>to find a time that works for you. </p>Call to Action For Column 4<p>We can help you take a more systematic approach to change, so that the change lasts, enrolls key people throughout the organization, and leads to ongoing improvements in performance and results.</p><p>In appreciation for taking the time to complete this quiz I'd like to offer you a brief call with me to discuss. <a href="https://calendly.com/innerfluence/10-minute-introduction-call">Click on the link </a>to find a time that works for you. </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 ActionFeedback IF 1Feedback IF 2Feedback IF 3Feedback IF 4Topic/Question 1 results text 1-3<p>If you are scoring low in this area avoid costly mistakes that others have made.</p><p>We can show you how to avoid the non-obvious land mines that offer nasty surprises to executives when they lead change.</p>Topic/Question 1 results text 4-6<p>If you are scoring low in this area avoid costly mistakes that others have made.</p><p>We can show you how to avoid the non-obvious land mines that offer nasty surprises to executives when they lead change.</p>Topic/Question 1 results text 7-9<p>If you are scoring low in this area take a comprehensive approach to change, so that you don’t get blindsided by unanticipated consequences.</p><p>We can help you take a more systematic approach to change, so that the change lasts, enrolls key people throughout the organization, and leads to ongoing improvements in performance and results.</p>Topic/Question 1 results text 10-12<p>If you are scoring low in this you will hear from many voices in your organization. Each often sees a piece of the puzzle, and not the whole system. If one dominates the conversation about change, you might end up making short-sighted decisions.</p><p>We can help you take a more systematic approach to change, so that the change lasts, enrolls key people throughout the organization, and leads to ongoing improvements in performance and results.</p>Topic/Question 2 results text 1-3<p>If you are scoring low in this area get momentum on your side quickly. We have seen many organizations get bogged down in change efforts that go nowhere.We know the difference and we can show you the most effective path to results.</p><p> </p>Topic/Question 2 results text 4-6<p>If you are scoring low in this area get momentum on your side quickly. We have seen many organizations get bogged down in change efforts that go nowhere. This causes employees to feel stressed, become cynical, and the best talent to head for the exits. There are proven strategies to build momentum during change, and there are also wrong ways to get change processes moving.</p><p>We know the difference and we can show you the most effective path to results.</p>Topic/Question 2 results text 7-9<p>If you are scoring low in this area we can help you take a more systematic approach to change, so that the change lasts, enrolls key people throughout the organization, and leads to ongoing improvements in performance and results.</p>Topic/Question 2 results text 10-12<p>If you are scoring low in this area get momentum on your side quickly. We have seen many organizations get bogged down in change efforts that go nowhere. This causes employees to feel stressed, become cynical, and the best talent to head for the exits. There are proven strategies to build momentum during change, and there are also wrong ways to get change processes moving.</p><p>We know the difference and we can show you the most effective path to results.</p>Topic/Question 3 results text 1-3<p>If you are scoring low in this area avoid costly mistakes that others have made.</p><p>We can show you how to avoid the non-obvious land mines that offer nasty surprises to executives when they lead change.</p>Topic/Question 3 results text 4-6<p>If you are scoring low in this area we can help you take a more systematic approach to change, so that the change lasts, enrolls key people throughout the organization, and leads to ongoing improvements in performance and results.</p>Topic/Question 3 results text 7-9<p>If you are scoring low in this area get momentum on your side quickly. We have seen many organizations get bogged down in change efforts that go nowhere. This causes employees to feel stressed, become cynical, and the best talent to head for the exits. There are proven strategies to build momentum during change, and there are also wrong ways to get change processes moving.</p><p>We know the difference and we can show you the most effective path to results.</p>Topic/Question 3 results text 10-12<p>If you are scoring low in this area take a comprehensive approach to change, so that you don’t get blindsided by unanticipated consequences.</p><p>We can help you take a more systematic approach to change, so that the change lasts, enrolls key people throughout the organization, and leads to ongoing improvements in performance and results.</p>Total of current:Total of desired:Simplified Current TotalSimplified Desired TotalTopic 1 Total for CurrentTopic 2 Total for CurrentTopic 3 Total for CurrentTopic 1 Total for DesiredTopic 2 Total for DesiredTopic 3 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.
