Step 1 of 9 0% Email Header<p>Thank you for taking the time to complete the Leadership Effectiveness Quiz. Here are your results, along with some ideas about how I may be able to support you.</p><p>Your individual report is also compiled in the attached PDF.</p>Email Footer<p>Many thanks,</p><p>Julie Kay<br />JK Leadership Development</p>RelatingI relate to others in a way that brings out the best in people, groups and organisationsHow 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? Self-AwarenessI look for opportunities for personal and professional developmentHow 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? AuthenticityI relate to others in an authentic, courageous and high integrity mannerHow 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? Systems AwarenessI focus on whole system improvement and the long term effectiveness and health of the organisationHow 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? AchievingI clearly communicate purpose and vision. I have a track record of goal achievement and high performance.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? ComplyingTHE NEXT THREE QUESTIONS ARE REVERSED. PLEASE READ CAREFULLY - In difficult situations I comply with the expectations of others rather than acting on what I know is neededHow 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? ProtectingWhen under pressure, I come across as withdrawn, distant or aloofHow would you rate yourself today, on a scale of 1-12?Where would you like to be in 12 months time, on a scale of 1-12? ControllingWhen the chips are down I become perfectionist, autocratic or in overdriveHow 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 numberQuestion 1 GapQuestion 2 GapQuestion 3 GapQuestion 4 GapQuestion 5 GapIdentify the biggest limiting belief (max)Question 6 GapQuestion 7 GapQuestion 8 GapQuestion 1 Yes Most ImportantQuestion 2 Yes Most ImportantQuestion 3 Yes Most ImportantQuestion 4 Yes Most ImportantQuestion 5 Yes Most ImportantQuestion 6 Yes Most ImportantQuestion 7 Yes Most ImportantQuestion 8 Yes Most ImportantFeedback if Column 1<p>From your self-identified score, it appears you are struggling with most areas, and could really use some help.</p>Feedback if Column 2<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>Feedback if Column 3<p>From your self-identified score, it appears you are doing OK in most areas, but could still do with some improvement.</p>Feedback if Column 4<p>From your self-identified score, it appears you are successful with most areas. Well done!</p>Q1 or Topic 1 Biggest Gap Feedback<p><strong>RELATING</strong></p><p>Scoring lower on <strong>Relating</strong> can have serious implications for your leadership as it undermines your capacity to achieve results and stems from low self-awareness. The most successful leaders score high on <strong>Relating</strong>. They are comfortable bringing people into challenging, collaborative conversations, disclosing their own vulnerabilities and concerns and creating a supportive, trusting environment where those they lead can do the same.</p><p>Your internal assumptions may be limiting your capacity to <strong>Relate</strong>. The first step is to take a look at your Reactive Scores <strong>(Complying, Controlling and Protecting)</strong> to consider where your internal assumptions may be holding you back. You can then start to notice how your assumptions show up in your day to day behaviours and actions.</p><p> </p>Q2 or Topic 2 Biggest Gap Feedback<p><strong>SELF-AWARENESS</strong></p><p>A lower score on <strong>Self-Awareness</strong> means you are likely to be limiting your leadership impact by not actively pursuing your own learning and development. You may be caught up in reactive mode and not giving yourself the time and space you need for reflection and thinking. You may also be judging yourself and / or others too harshly.</p><p>Leaders who score high on <strong>Self-Awareness</strong> are able to remain calm and composed in difficult situations and support others to do the same. They are collaborative and open to different perspectives at the same time as being comfortable saying "No" and are willing to challenge. They manage their life balance well and know when to take time out to recharge and reflect.</p><p>Take a look at your Reactive Scores <strong>(Complying, Controlling and Protecting)</strong> to explore how your internal assumptions could be blocking your capacity for <strong>Self-Awareness</strong>. By examining your assumptions and bringing them into your consciousness you will begin to notice how they are playing out in your behaviours and actions. From that point you can begin to address them</p>Q3 or Topic 3 Biggest Gap Feedback<p><strong>AUTHENTICITY</strong>.</p><p>Leadership research strongly suggests that a primary quality that people look for in their leaders is honesty, authenticity, or integrity. So, scoring lower on <strong>Authenticity </strong>should get your attention, It suggests that your behaviour may be interpreted as inconsistent. Lack of integrity erodes trust, undermines teamwork and compromises your leadership.</p><p>A lower score suggest that you may be afraid of offending others, or you rmay be playing political games. You might remain silent about your beliefs in the face of opposition, real or imagined. You value keeping the peace over constructive conflict, and submit to authority even at the cost of group effectiveness or service.</p><p>Your internal assumptions are likely to be blocking your capacity for <strong>Authenticity</strong>. Have a look at your Reactive Scores <strong>(Complying, Controlling and Protecting) </strong>for clues as to the assumptions that could be getting in the way of your <strong>Authenticity</strong>. When you bring them into your conscious awareness you will begin to notice how they show up in your day to day behaviours and actions. From that point you can begin to address them.</p><p> </p>Q4 or Topic 4 Biggest Gap Feedback<p><strong>SYSTEMS AWARENESS</strong></p><p><strong>Systems-Awareness</strong> relates to the intention to have a positive impact across the whole of the organisation. It's about achieving results that enhance overall business effectivness and making decisions that support the long-term health of the organisation.</p><p><strong>System-awareness </strong>requires a chess master’s mind. Everything is connected. Everyone impacts other people and other tasks.</p><p>A lower score on <strong>Sytems-Awareness</strong> indicates you may be focused on the goals or vision of your particular area of influence and could benefit from taking into account the inter-relationships across and outside the business. As you attempt to meet multiple expectations, you may be looking too short term, or searching for a quick fix to problems rather than tackling the root cause. As a result, many of these problems recur, processes break down and optimal results are compromised. While this might be necessary to ensure survival and to resolve a crisis, it may have become your default position.</p><p>Those who score higher on <strong>Systems-Awareness</strong> achieve optimal leadership by working within the systems—of people, of productivity, of personalities—and with a sensitivity to their interconnectedness and interdependence. They reduce activities that waste resources, re-design the system to solve multiple problems at once and develop organsational systems until they produce the desired results.</p><p> </p><p> </p>Q5 or Topic 5 Biggest Gap Feedback<p><strong>ACHIEVING</strong></p><p>Scoring lower on <strong>Achieving </strong>can be a major problem because this dimension contains many of the leadership competencies that are traditionally thought of as leadership. These are the competencies that make things happen and the ones your performance is evaluated against. If you focus here, it's likely to have the biggest impact. </p><p>A first step towards improving your leadership capability in this area is to examine the internal assumptions that may be blocking your leadership capability. Read your Reactive Scores <strong>(Complying, Controlling and Protecting)</strong> to see if any of them are high. This will indicate potential limiting assumptions you may hold that could be reducing your capacity to <strong>Achieve. </strong></p><p> </p><p> </p>Q6 or Topic 6 Biggest Gap Feedback<p><strong>COMPLYING</strong></p><p>You tend to give up your power to others and comply with their expectations. You might see the world as full of powerful people who can control or protect<br />you. The potential impact of overusing <strong>Complying</strong> is a reduced capacity to achieve results. Those people you lead may describe you as a warm and caring person but may not be clear about your expectations or what you really stand for. </p><p> </p>Q7 or Topic 7 Biggest Gap Feedback<p><strong>PROTECTING</strong></p><p>You tend to keep yourself safe by maintaining distance in your relationships and by avoiding vulnerability. This can stem from self-doubt, inferiority or its opposite, superiority. It may well be that you project an air of superiority, needing to be right, or find fault, as a way to build yourself up. Protecting is based on internal assumptions that link security with distance.</p><p> </p>Q8 or Topic 8 Biggest Gap Feedback<p><strong>CONTROLLING</strong></p><p>Scoring higher on <strong>Controlling</strong> suggests you have a need to be seen as strong, invulnerable, right, perfect, or heroic. You are likely to see the world as made up of winners and losers, where powerful people are the most successful - so, in order to survive, you must be one of them. Overusing a<strong> Controlling </strong>approach may reduce the engagement and motivation of your people and negatively impact long term, sustainable performance.</p><p> </p>Call to Action for EveryoneCall to Action For Column 1<p>I can see you may be struggling and I can help you to:</p><ul><li>get really clear on what matters most in developing your effectiveness as a leader</li><li>identify the beliefs and assumptions that are underpinning your behaviours and actions</li><li>Understand how to build on your strongest competencies and address your reactive tendencies.</li></ul><p>There is no time like the present to begin to move from surviving to thriving as a leader. Let's discuss your score.</p><p>Schedule an obligation-free discovery call now, via <a href="https://my.timetrade.com/book/QNTB1"><strong>TimeTrade</strong></a></p>Call to Action For Column 2<p>I can see you might be frustrated with some of the outcomes you are getting</p><p>I can help you to:</p><ul><li>get really clear on what matters most in developing your effectiveness as a leader</li><li>identify the beliefs and assumptions that are underpinning your behaviours and actions</li><li>Understand how to build on your strongest competencies and address your reactive tendencies.</li></ul><p>There is no time like the present to continue building your confidence and clarity as a leader.</p><p>Let's discuss your score.</p><p>Schedule an obligation-free discovery call now, via <a href="https://my.timetrade.com/book/QNTB1"><strong>TimeTrade</strong></a></p>Call to Action For Column 3<p>You are satisfied with most areas of your leadership performance and I can support you to reach your maximum potential and continue to grow in line with your aspirations. I can specifically help you to:</p><ul><li>get really clear on what matters most in developing your effectiveness as a leader</li><li>identify the beliefs and assumptions that are underpinning your behaviours and actions</li><li>Understand how to build on your strongest competencies and address your reactive tendencies.</li></ul><p>There is no time like the present to continue building your leadership effectiveness.</p><p>Let's discuss your score.</p><p>Schedule an obligation-free discovery call now, via <a href="https://my.timetrade.com/book/QNTB1"><strong>TimeTrade</strong></a></p>Call to Action For Column 4<p>You are successful in most areas of your leadership performance. I can help you go from great to exceptional as a leader, particularly in a world of increasing complexity. I will specifically help you to:</p><ul><li>get really clear on what matters most in developing your effectiveness as a leader</li><li>identify the beliefs and assumptions that are underpinning your behaviours and actions</li><li>Understand how to build on your strongest competencies and address your reactive tendencies.</li></ul><p>There is no time like the present to think about where you need to focus next in building your leadership capacity and organisational performance.</p><p>Let's discuss your score.</p><p>Schedule an obligation-free discovery call now, via <a href="https://my.timetrade.com/book/QNTB1"><strong>TimeTrade</strong></a></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 ActionQ5 or Topic 5 Biggest Gap Call to ActionQ6 or Topic 6 Biggest Gap Call to ActionQ7 or Topic 7 Biggest Gap Call to ActionQ8 or Topic 8 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 1-3Topic/Question 6 results text 4-6Topic/Question 6 results text 7-9Topic/Question 6 results text 10-12Topic/Question 7 results text 1-3Topic/Question 7 results text 4-6Topic/Question 7 results text 7-9Topic/Question 7 results text 10-12Topic/Question 8 results text 1-3Topic/Question 8 results text 4-6Topic/Question 8 results text 7-9Topic/Question 8 results text 10-12Total 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 DesiredQ7 Total for CurrentQ7 Total for DesiredQ8 Total for CurrentQ8 Total for DesiredCommentsThis field is for validation purposes and should be left unchanged. 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