Step 1 of 11 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>Many thanks,</p><p>Master Coach Jen</p>Expectations/DelegationWe provide employees with consistently clear tasks and project directives.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? We clearly understand given expectations and the differences between good work and excellent work.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? Approach/ConsistencyWe address poor results or under-performance when it occurs and achieve ownership when needed.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? We do not wait too long for tough discussions about poor results or negative impacts.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? Emotional IntelligenceWe effectively deal with our own emotions and other's emotions during tough performance conversations.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? Preparation/AnalysisWe consistently take time to think about the most effective approach to tough performance conversations.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? We have few or no additional conversations about the same issues.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? Feedback EfficacyOur performance conversations with employees are consistently effective, yielding ownership and performance improvement on a regular basis.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? CultureWe have a common approach to accountability and this helps shape our culture of performance.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? ConsequencesWe always provide appropriate consequences for significant or on-going under or non performance issues.I'm really struggling with this.I'm often frustrated with this.I'm doing OK, but could improve.I'm really successful with 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? 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 Last Name PhoneBusiness Phone Number*CompanyJob TitleWork Email* Email Consent* Yes, I give consent to securely store my details, email me my report along with future relevant tips 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 4 GapTopic 5 GapTopic 6 GapTopic 7 GapTopic 1 Yes Most ImportantTopic 2 Yes Most ImportantTopic 3 Yes Most ImportantTopic 4 Yes Most ImportantTopic 5 Yes Most ImportantTopic 6 Yes Most ImportantTopic 7 Yes Most ImportantFeedback if Column 1Feedback if Column 2Feedback if Column 3Feedback if Column 4Q1 or Topic 1 Biggest Gap Feedback<p><strong>Expectations/Delegation</strong></p><p>Looks like your biggest gap is with this key topic area. Don't worry, you're not alone.</p><p>One thing you need to remember about expectations is that clarity is the foundation of better decision making. People can make the best decisions about how to complete a task or project when they have clarity. Take time to think through not just the outcome, but the nature of the work.</p><p>If delegating is a struggle, there are probably specific reasons that delegation isn't happening. Discovering what those individual reasons are can help you target specific behavior changes to experiment with to ensure you're delegating effectively and consistently.</p><p>We've got specific steps, and techniques to improve both.</p>Q2 or Topic 2 Biggest Gap Feedback<p><strong>Approach/Consistency</strong></p><p>Looks like your biggest gap is with this key topic area.</p><p>Your organizational or personal approach to accountability can change when you learn to define it differently. Accountability is more than ownership and responsibility. Gaining specific communication skills can change your capability in a matter of weeks.</p>Q3 or Topic 3 Biggest Gap Feedback<p><strong>Emotional Intelligence</strong></p><p>Looks like your biggest gap is with this key topic area. Lots of people have issues with this.</p><p>Conversations about accountability can be intimidating or draining or both depending on how prepared and skilled you are to have the conversation. Having stronger emotional awareness and emotionally intelligent communication skills can effectively change your conversations quickly; giving you both the confidence and flexibility to handle any emotional situation and more importantly, reframe and change the conversation while you're having it, effectively defusing emotionally charged conversations for better results.</p>Q4 or Topic 4 Biggest Gap Feedback<p><strong>Preparation/Analysis</strong></p><p>Looks like your biggest gap is with this key topic area. Don't worry, many people need help correctly identifying issues.</p><p>Sometimes, because of our knowledge and experience we make assumptions about what's going on or why things have happened or why others are struggling to deliver as expected. We allow our experience to make assumptions and sometimes those are wrong. We can spend time and effort addressing things that are really not the issue at all, which can frustrate us further and sometimes result in having the same conversations, over and over about the same issues. We can help you get it right the first time. </p>Q5 or Topic 5 Biggest Gap Feedback<p><strong>Feedback Efficacy</strong></p><p>Looks like your biggest gap is with this key topic area. Don't worry, effective feedback just takes practice.</p><p>Feedback has become a major focus for managers. More feedback is not necessarily better. Good feedback–usefull, meaningful information that people can do something with– is the skill. However, it does't stop there. Ownership and feedback go hand in had if you're going to gain improvement or change. We'll teach you a better way to gain better performance in five steps.</p>Q6 or Topic 6 Biggest Gap Feedback<p><strong>Culture</strong></p><p>Looks like your biggest gap is with this key topic area. We can help you change your approach.</p><p>Your conversations ARE your relationships. Your relationships ARE your culture. Changing how you manage performance is the foundation of culture of accountability. We can help you change the conversation.</p>Q7 or Topic 7 Biggest Gap Feedback<p><strong>Consequences</strong></p><p>Looks like your biggest gap is with this key topic area. Don't worry, you're not alone.</p><p>Consequences are the flip-side of accountability. We can work with your to increase your accountability and reduce the need for consequences. We can also help you understand how to manage and engage them more effectively to ensure accountability means something.</p>Call to Action for EveryoneCall to Action For Column 1<p>I can see you are struggling and would love to see how I can help you improve.</p><p>Let's chat about your score.</p><p><strong><a href="https://meetings.hubspot.com/jen-long">Schedule a short call with a coach by clicking here</a>.</strong></p><p><strong><a target="_blank" href="https://managementpossible.com/ownup/">Click to check out OwnUp! - our Management Skills training for communication and accountability.</a></strong></p>Call to Action For Column 2<p>I can see you might be frustrated with some of the outcomes and would love to see how I can help you improve.</p><p>Let's chat about your score.</p><p><strong><a href="https://meetings.hubspot.com/jen-long">Schedule a short call with a coach by clicking here</a>.</strong></p><p><strong><a target="_blank" href="https://managementpossible.com/ownup/">Click to check out OwnUp! - our Management Skills training for communication and accountability. </a></strong></p>Call to Action For Column 3<p>I can see you are doing OK in most areas but I would love to see how I can help you reach your maximum potential.</p><p><strong><a href="https://meetings.hubspot.com/jen-long">Schedule a short call with a coach by clicking here</a>.</strong></p><p>Schedule an obligation-free discovery call via this <strong><a target="_blank" href="https://managementpossible.as.me/callwithjen">link</a></strong></p><p><strong><a target="_blank" href="https://managementpossible.com/ownup/">Click to check out OwnUp! - our Management Skills training for communication and accountability.</a></strong></p>Call to Action For Column 4<p>I 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.</p><p>Let's chat about your score and what this can look like.</p><p><strong><a href="https://meetings.hubspot.com/jen-long">Schedule a short call with a coach by clicking here</a>.</strong></p><p><strong><a target="_blank" href="https://managementpossible.com/ownup/">Click to check out OwnUp! - our Management Skills training for communication and accountability.</a></strong></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 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 10-12Total of current:Total of desired:Simplified Current TotalSimplified Desired TotalTopic 1 Total for CurrentTopic 2 Total for CurrentTopic 3 Total for CurrentTopic 4 Total for CurrentTopic 5 Total for CurrentTopic 6 Total for CurrentTopic 7 Total for CurrentTopic 1 Total for DesiredTopic 2 Total for DesiredTopic 3 Total for DesiredTopic 4 Total for DesiredTopic 5 Total for DesiredTopic 6 Total for DesiredTopic 7 Total for DesiredNameThis field is for validation purposes and should be left unchanged. 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