Step 1 of 7 0% Email Header<p>Thank you for taking the time to complete your Leadership Score quiz.</p><p>Your individual report is compiled in the PDF attached.</p>Email Footer<p>Many thanks,</p><p>Necie<br />Lyfe Smarts Coaching and Consulting</p>MotivationHow well do you think you keep your team motivated?Keep them motivated? I'm struggling with how to motivate them to start with.I'm frustrated. I have tried to motivate my team but what I do doesn't seem to work.I'm doing OK. Some of my team are committed and motivated but not the majority.I have an amazing team who are highly committed and motivated.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? EngagementDo you believe you are good at engaging others?I find doing things my way works best. I am hesitant as I don’t trust others so I do a lot of things myself. I do involve others to some extent but I struggle with feedback and would like to improve.My team and I are intentional about engaging each other. Our greatest ideas come from collaboration successes. 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? Team GrowthHow do you feel about developing your team?We train to the work. It's up to employees to develop themselves on their own time. I'm unsure about what training my team needs so development is a challenge.I've had some success developing my team, and I know that we are capable of much more.I have an amazing team who are constantly pushing to develop their personal and professional skills.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? EffectivenessWould you consider yourself action orientated?I think so, but I'm overwhelmed by what needs to be done and I'm unclear about the action steps. Well, I know what's on my "to do" list however it's difficult to prioritize and know what needs to happen first. I accomplish most items on my daily list, but I'd love to have time to take action on the things I really enjoy.I'm an action taker with clearly defined goals and I tend to complete my daily activities with the help of a team and systems.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? PurposeHow do you feel when you get up in the morning to go to work?Anxious about all the work I have to do. I feel like I don't have enough time to do everything.I feel stuck sometimes and wonder if it’s worth it. I'm not moving forward and neither is my team.I enjoy my work but I don’t seem to be able to excite my team. I want to focus and prioritize key areas. I'm ready to start the day. I know what I’m trying to achieve and so does my team. I can’t wait to get to work.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? Personal Fulfillment Are you happy with your current status in life?Honestly, no. And I’m not really sure how I ended up here. There has to be more to life.I consider myself happy however, I’m not sure if I am doing what is right for me at this stage of life.I enjoy my life and career. I am happy and fulfilled which keeps me motivated every day.Super happy! I'm living the life! Seriously, I'm genuinely happy and grateful for family, friends and everything I have. 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 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 4 GapTopic 5 GapTopic 6 GapTopic 1 Yes Most ImportantTopic 2 Yes Most ImportantTopic 3 Yes Most ImportantTopic 4 Yes Most ImportantTopic 5 Yes Most ImportantTopic 6 Yes Most ImportantFeedback if Column 1Feedback if Column 2Feedback if Column 3Feedback if Column 4Q1 or Topic 1 Biggest Gap Feedback<p><strong>Motivation</strong></p><p>Looks like you are having trouble with motivating your team. Don't worry, you're not alone. What’s important is that you recognize the challenge and want to do something about it.</p><p>Motivation means different things to different people so it can be challenging to know exactly what a team member needs to find joy in their work. Some may want flexibility, a raise or to advance. For others, a well-deserved pat on the back or a thank you will do. Whatever it is, don't make the mistake of assuming you know what motivates your team. Instead, have a conversation to find out what inspires or motivates them. </p><p>Here are a few questions to jump-start a conversation:</p><ol><li>What excites you most about your work?</li><li>If you could change one thing about <strong>our</strong> work, what would it be? </li><li>What would make working <strong>with</strong> me (as their leader) better for you?</li><li>How do you want to celebrate our successes?</li></ol><p>Then, listen closely to what your team has to say. Your sincerity matters. Let them know that they are valued members of the team and their input is important. Find common ground with what you can or can’t do and be open about why you can’t. The <strong><em>key </em></strong>is creating an environment where your employees feel safe to share their thoughts and opinions without fear of judgment or retaliation. And they need to know that you care. This is the <strong>start </strong>of creating and maintaining a highly motivated team. </p>Q2 or Topic 2 Biggest Gap Feedback<p><strong>Engagement</strong></p><p>Have you ever watched a basketball game where it appeared only one person on the team was carrying the load? That person scored 40 or 50 points by themselves. Yet, with all their effort the team still lost the game. That’s what it can feel like when you have a disengaged team; one person may be doing all the work and making all the plays while other members of the team are sitting idly. Winning is a joint, team effort that requires everyone’s support and participation. When the team wins, everyone wins.</p><p>Leaders who disengage or allow their team member to disengage do themselves and the team a disservice. By not engaging everyone is missing out on a different perspective or insight that can make achieving joint goals more productive and enjoyable. If you are a<strong><em> disengaged</em></strong> leader there are two important benefits to engaging:</p><ol><li>Stress relief! You don’t have to be the expert. No one does. There are people around you who possess skill in areas you don’t, have ideas you may not think of, or are creative in ways you are not. Let them have your back!</li><li>You build trust which leads to more engagement, innovation, and productivity. Your team makes look good so give them the spotlight and well-deserved praise for their involvement. <strong><em>Leaders lead other leaders.</em></strong></li></ol><p>Engaging allows you to do business with more grace and ease. It strengthens the camaraderie of your team; it fosters loyalty and trust, and everyone wins individually, and collectively. Invite other talents to the table and use those priceless resources. Nurture an environment where engagement is the normal way of doing business. Remember, title or not, <strong><em>everyone on the team is a leader</em></strong> and it takes the involvement of every, single, player to win the game.</p>Q3 or Topic 3 Biggest Gap Feedback<p><strong>Team Growth</strong></p><p>Knowledge is power and there is no greater way to increase confidence in an employee than by helping them grow and use successfully use their talent. According to a 2018 article in the Harvard Business Review, narrow job descriptions stifle an employee's ability to use the full range of their skills. They become complacent with an overwhelming feeling of “stuck” in a rut. You don’t need that from any member of your team, so rally the troops and invest in their growth. Here’s how you can get started investing in your most important resource; your people:</p><ol><li>Ask your team what they need to do their work better. Ask about what inspires, motivates and excites them about their work and how you can help them continue to grow. Find out about their hope and dreams and where they see themselves within the organization. </li><li>Assess your employee’s training needs relative to the task and their natural abilities. Find out what they do well and what areas of struggle they need help with. There are many assessments you can use that will help your team identify their strengths.</li><li>Consider your reallocation or succession plan and give employees the chance to work on cross-functional teams with other work partners. They may also want increased responsibilities within the team, so be prepared to help them grow in this way too.</li></ol><p>Great bosses create learning opportunities that develop the knowledge, skill, and capabilities of their employees. Encourage your team's aspirations and support growth that benefits them personally and professionally. It will bring greater work joy for the employee and added value to your team.</p>Q4 or Topic 4 Biggest Gap Feedback<p><strong>Effectiveness</strong></p><p>When you are responsible for profits, productivity and many other indices in your organization, it's easy to become frustrated taking meaningful action towards the goal. The phrase, “It takes a village” is a perfect way to manage your day-to-day responsibilities and get the job done to boot. </p><p>It takes a village of people, processes, systems, and organizing them with the objectives in mind. If you find yourself struggling to get everything done that you need to get done, make sure you are checking the boxes on the following:</p><ol><li>Remove distractions! Eliminate things that interfere with your ability to focus on the task at hand. It can include emails, text messages, unimportant phone calls, and yes, social media.</li><li>Make sure your systems and processes work <strong><em>for</em></strong> you and are not adding unnecessary time and steps to the work. Review them to revise, streamline or eliminate where necessary.</li><li>Delegate the workload amongst your team members. You don’t have to do it all, so divvy up the projects and release them to your team for execution.</li><li>Use your time wisely. Most fires aren’t serious enough that it requires your immediate attention. Empower your team to handle it so you can act on critical matters.</li></ol><p>Change your language from “I” to <strong>We </strong>– you have a team of capable people who will work together to accomplish goals, explore new ideas, and create exciting new things for your organization. Empower them to do their work with little to no supervision. Knowing you have faith in their abilities and that you trust their judgment will give your team confidence and freedom. When everyone rallies together, it’s the teamwork that gets the job done and you'll be able to spend time doing the things you do best.</p>Q5 or Topic 5 Biggest Gap Feedback<p><strong>Purpose</strong></p><p>No matter what you do, it must hold a level of meaning and importance for you or commitment will quickly fade. It’s your level of commitment to the mission that will keep you actively engaged when the work becomes tedious or challenging. There will certainly be elements of overwhelm and moments when you feel as if you are not making progress and those feelings are normal in both work and life. But if you are having the Monday morning blues on Sunday night, and you are feeling those blues more often, it may be time to make a change. Consider the following:</p><ol><li>What do/did you enjoy about your work? Think about the happier, successful moments and see if you can pinpoint what changed. How can you get back to creating more work joy?</li><li>If overwhelm is an issue, what are the distractions that interfere with your ability to focus and stay on track? Distractions can include constantly checking emails, text messages, unimportant phone calls, and yes, social media.</li><li>Are your systems and processes working <strong><em>for</em></strong> you and not adding unnecessary time, steps and complication to the work? Review them to revise, streamline or eliminate where necessary.</li><li>When was the last time did something new? Take a training course, learn a new skill or meet other departments within the company. Join cross-functional teams to glean new ideas and perspective. </li></ol><p>It’s important to not allow complacency to make you give up on work that has otherwise been fun and rewarding. Look at your work with fresh eyes and perspective, and if it’s no longer fulfilling then be honest with yourself. Don’t be afraid to consider new opportunities and the potential they hold. If/when you decide to change your work, be open with your team, develop a succession plan, and step into greater.</p>Q6 or Topic 6 Biggest Gap Feedback<p><strong>Personal Fulfillment </strong></p><p>We often look over our lives and wonder how in the world did I get here! Especially if things have not worked out according to plan. It's okay. You're OKAY! How else will you learn what to do when things don’t go according to plan? It’s never too late to course-correct by examining where you are now, and where you want to be down the road. Here are a few simple questions for self-reflection, then answer to yourself honestly:</p><ol><li>What do you think about where you are now? In life? In business?<ul><li>Where do you want to be 12 months from now? In life? In business?</li></ul></li><li>How do you feel about yourself, overall?<ul><li>What will make you feel better about yourself?</li></ul></li><li>Within the next 12 months, how do you want to <strong><em>feel</em></strong> about your life and business?</li></ol><p>Answer these questions without judging yourself or carrying blame because things didn’t turn out as intended. No guilt. No shame. No judgment. No blame. Take inventory of what you want for your ideal state of being. While you may get an enormous amount of satisfaction in doing, your happiness comes when you are <strong><em>being</em></strong> your best self. Give yourself permission to take<strong> </strong>the first step towards creating what you want to experience in your life and business.</p>Call to Action for EveryoneCall to Action For Column 1<p>It seems you are having a difficult time. Let's see how I can help you improve in a meaningful way.</p><p>Let's chat about your score.</p><p>Schedule an obligation-free discovery call via <a target="_blank" href="https://bookme.name/NecieBlack/lite/30-minutes-new-conversations-only">My Calendar.</a></p>Call to Action For Column 2<p>I can see that you are frustrated with some of the outcomes and would love to discuss how I can help you improve.</p><p>Let's chat about your score.</p><p>Schedule an obligation-free discovery call via <strong><a target="_blank" href="https://bookme.name/NecieBlack/lite/30-minutes-new-conversations-only">My Calendar.</a></strong></p>Call to Action For Column 3<p>I can see you are doing okay in most areas and I would love to see how I can help you reach your maximum potential.</p><p>Let's chat about your score and what this can look like.</p><p>Schedule an obligation-free discovery call via <strong><a target="_blank" href="https://bookme.name/NecieBlack/lite/30-minutes-new-conversations-only">My Calendar</a></strong></p>Call to Action For Column 4<p>I can see you are successful in most areas and I would love to see how I can help you excel even further and ensure you stay on track.</p><p>Let's chat about your score and what this can look like.</p><p>Schedule an obligation-free discovery call via <strong><a target="_blank" href="https://bookme.name/NecieBlack/lite/30-minutes-new-conversations-only">My Calendar.</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 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 10-12Total 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 1 Total for DesiredTopic 2 Total for DesiredTopic 3 Total for DesiredTopic 4 Total for DesiredTopic 5 Total for DesiredTopic 6 Total for DesiredPhoneThis field is for validation purposes and should be left unchanged. 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