Step 1 of 9 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>Warmest regards,</p><p>Paul Royce <em>MBA ACC</em><br />PGR Consulting</p>Overwhelm and PrioritizationWould you consider yourself action orientated?I'm overwhelmed by what needs to be done and lack clarity in my actions.I know what's on my To Do list however I never find enough time to complete it. I accomplish my daily tasks but I'm still doing things I don’t enjoy. I'm an action taker with clearly defined goals & 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? LeadershipAre you confident in delegating responsibilities efficiently?I'm really struggling with this. I like to do things my way.I'm often frustrated with this as I have a difficult time trusting others.I do involve others to some extent but I struggle to delegate.I enjoy involving others in what I do and I’m good at praising and rewarding them.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? EngagementWould you say your employees go the extra mile without being asked? Never. I always have to ask. Sometimes. I wish they would ask. I have to ask most of the time. I don’t have to ask very often, only occasionally. I never have to ask my staff to give it their all. 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? CommunicationDo you feel your communications are impactful?I feel my communications are falling on deaf ears.I feel that my messages are not always fully absorbed.My communications are well formulated but lack real impact.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? Progression/GrowthHow do you feel about personal and professional development?I haven’t invested much time or money in my personal or professional development. I have clarity on the new skills or resources that I need to develop, but I don’t have the time to invest. I allocate time and money for development but have not prioritized key areas. I enjoy learning and I'm open to new ideas. I have a development plan that is aligned with my purpose & vision. 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 effectivenessDo you have a high performing team?I’m straggling to form a truly cohesive teamI'm often frustrated with the lack of efficiency and cooperationGoals and objective get met yet synergies could still be improved I consider my team to be truly high performing with no needed improvement. 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? StrategyDoes your organization have a clear vision and mission?This is an area we are really struggling with.I'm often frustrated with this.Vision and mission are communicated but many are still not fully on-board.I'm really successful with this as the entire organization is aligned with our vision and mission.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? CultureDo you have a high performing organizational culture?Our organizational culture is not well defined.I know this is an area that can be greatly improved.There are some metrics in place but more fine tuning is needed to measure how our culture impacts performance. I'm really successful at embodying our well defined and communicated organizational culture.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 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 GapQuestion 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 FeedbackQ2 or Topic 2 Biggest Gap FeedbackQ3 or Topic 3 Biggest Gap FeedbackQ4 or Topic 4 Biggest Gap FeedbackQ5 or Topic 5 Biggest Gap FeedbackQ6 or Topic 6 Biggest Gap FeedbackQ7 or Topic 7 Biggest Gap FeedbackQ8 or Topic 8 Biggest Gap FeedbackCall to Action for Everyone<p>Of course, the above are tips and insights from a very high-level view of my various validated methodologies and frameworks about how you can benefit from leadership coaching. Depending on your individual developmental needs I have numerous other validated proprietary frameworks to help get you where you want to go.</p><p>Please contact me with any questions or for more information. Let's chat about your score, and see how I can help you improve.</p><p>Schedule an obligation-free discovery call by contacting me at <a href="mailto:paul@pgrconsulting.com">paul@pgrconsulting.com</a> for a confidential no-obligation discussion on how I can help you be the leader you know you can be.</p>Call to Action For Column 1Call to Action For Column 2Call to Action For Column 3Call to Action For Column 4Q1 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 1-3<p>From your self-identified score, it appears you are struggling in this area. Rest assured you are not alone. This is an area many need assistance in.</p><p>Time is the most precious asset anyone has. When executives, managers, and up-and-coming talent don't have enough time to do everything they want or need to do they can start to feel overwhelmed.</p><p>I can help you get back in control and spend your time in the most productive and strategic way. I have a proprietary approach for working with clients just like you who feel overwhelmed or are juggling too many priorities and responsibilities. </p><p>Here are 5 quick tips to start with right now.</p><ol><li>Guage the strategic importance of the activities you are regularly doing</li><li> Identify your time wasters</li><li>Prioritize tasks of strategic importance</li><li>Complete tasks in a limited time; they don't have to be perfect</li><li>Think about what you can delegate and the setting up of boundaries</li></ol><p>Contact me for more information on how I can help you better manage your time and overcome being overwhelmed.</p>Topic/Question 1 results text 4-6<p>From your self-identified score, it appears you are frustrated in this area. Rest assured you are not alone. This is an area many need assistance in.</p><p>Time is the most precious asset anyone has. When executives, managers, and up-and-coming talent don't have enough time to do everything they want or need to do they can start to feel overwhelmed.</p><p>I can help you get back in control and spend your time in the most productive and strategic way. I have a proprietary approach for working with clients just like you who feel overwhelmed or are juggling too many priorities and responsibilities. </p><p>Here are 5 quick tips to start with right now.</p><ol><li>Guage the strategic importance of the activities you are regularly doing</li><li> Identify your time wasters</li><li>Prioritize tasks of strategic importance</li><li>Complete tasks in a limited time; they don't have to be perfect</li><li>Think about what you can delegate and the setting up of boundaries</li></ol><p>Contact me for more information on how I can help you better manage your time and overcome being overwhelmed.</p>Topic/Question 1 results text 7-9<p>From your self-identified score, it appears you are doingh well in this area. </p><p>Time is the most precious asset anyone has. When executives, managers, and up-and-coming talent don't have enough time to do everything they want or need to do they can start to feel overwhelmed.</p><p>Even though you are doing well in this area here are 5 quick tips that you might want to know or share.</p><ol><li>Guage the strategic importance of the activities you are regularly doing</li><li> Identify your time wasters</li><li>Prioritize tasks of strategic importance</li><li>Complete tasks in a limited time; they don't have to be perfect</li><li>Think about what you can delegate and the setting up of boundaries.</li></ol>Topic/Question 1 results text 10-12<p>From your self-identified score, it appears you are successful in this area. That is fantastic! </p><p>Time is the most precious asset anyone has. When executives, managers, and up-and-coming talent don't have enough time to do everything they want or need to do they can start to feel overwhelmed.</p><p>Here are 5 quick tips to share with others that are not where you are.</p><ol><li>Guage the strategic importance of the activities you are regularly doing</li><li> Identify your time wasters</li><li>Prioritize tasks of strategic importance</li><li>Complete tasks in a limited time; they don't have to be perfect</li><li>Think about what you can delegate and the setting up of boundaries</li></ol>Topic/Question 2 results text 1-3<p>From your self-identified score, it appears you are struggling in this area. Many leaders deal with this particular issue at one point or another. This is an area which you may need assistance in.</p><p>Delegation is a key skill leader’s at all levels embrace not only to leverage their time but to engage and empower their employees. Difficulties in this area may arise from numerous areas including but not limited to the leader not being grounded, bad habits, limiting perceptions, communication inflexibility or a combination of all of the above.</p><p>I can help you in identifying which areas are unique to you and work with you to make the necessary adjustments resulting in your ability to delegate effectively with greater ease.</p><p>For now, here are 5 quick tips to start with.</p><ul><li>Think about what it will take to let go</li><li>Establish a firm priority system</li><li>Trust while still verifying lightly</li><li>Embrace teaching as part of your delegation process</li><li>Incorporate feedback loops to ingrain delegation momentum</li></ul><p>Improving your ability to delegate effectively can create significant benefits for both you and your team. </p>Topic/Question 2 results text 4-6<p>From your self-identified score, it appears you are frustrated in this area. Many leaders deal with this particular issue at one point or another. This is an area which you may need assistance in.</p><p>Delegation is a key skill leader’s at all levels embrace not only to leverage their time but to engage and empower their employees. Difficulties in this area may arise from numerous areas including but not limited to the leader not being grounded, bad habits, limiting perceptions, communication inflexibility or a combination of all of the above.</p><p>I can help you in identifying which areas are unique to you and work with you to make the necessary adjustments resulting in your ability to delegate effectively with greater ease.</p><p>For now, here are 5 quick tips to start with.</p><ul><li>Think about what it will take to let go</li><li>Establish a firm priority system</li><li>Trust while still verifying lightly</li><li>Embrace teaching as part of your delegation process</li><li>Incorporate feedback loops to ingrain delegation momentum</li></ul><p>Improving your ability to delegate effectively can create significant benefits for both you and your team. </p>Topic/Question 2 results text 7-9<p>From your self-identified score, it appears you are doing well in this area. </p><p>Delegation is a key skill leader’s at all levels embrace not only to leverage their time but to engage and empower their employees. Difficulties in this area may arise from numerous areas including but not limited to the leader not being grounded, bad habits, limiting perceptions, communication inflexibility or a combination of all of the above.</p><p>Even though you are doing well in this area here are 5 quick tips that you might want to know or share.</p><ul><li>Think about what it will take to let go</li><li>Establish a firm priority system</li><li>Trust while still verifying lightly</li><li>Embrace teaching as part of your delegation process</li><li>Incorporate feedback loops to ingrain delegation momentum</li></ul>Topic/Question 2 results text 10-12<p>From your self-identified score, it appears you are successful in this area. That is fantastic! </p><p>Delegation is a key skill leader’s at all levels embrace not only to leverage their time but to engage and empower their employees. Difficulties in this area may arise from numerous areas including but not limited to the leader not being grounded, bad habits, limiting perceptions, communication inflexibility or a combination of all of the above.</p><p>Here are 5 quick tips to share with others that are not where you are.</p><ul><li>Think about what it will take to let go</li><li>Establish a firm priority system</li><li>Trust while still verifying lightly</li><li>Embrace teaching as part of your delegation process</li><li>Incorporate feedback loops to ingrain delegation momentum</li></ul>Topic/Question 3 results text 1-3<p>From your self-identified score, it appears you are struggling in this area. Many leaders deal with this ubiquitous multibillion dollar problem of engaging and mobilizing employees so you are definitely not alone. This is an area which you may need assistance in.</p><p>The key here is to stay away from blanket generalizations about a leaders overall style or about engaging a monolithic “them”. Engagement happens one employee at a time and different strategies will need to be developed for each.</p><p>I can help you articulate an overarching plan to identify what type of engagement strategy is needed for each employee and how to communicate that. Depending on your span of control you may also need to identify which employees are to be prioritized for greatest affect.</p><p>Here are 6 tips to help start mobilizing and engaging employees</p><ul><li>Get to truly know the employee</li><li>Set clear expectations with the employee</li><li>Customize your leadership style to the employee</li><li>Develop specific individual reward and recognition elements</li><li>Communicate complete set of messages</li><li>Develop the employee</li></ul><p>Each of these tips is a separate and distinct gateway into what it will take to mobilize and engage employees. For more information on how I can help in this specific area please contact me.</p>Topic/Question 3 results text 4-6<p>From your self-identified score, it appears you are frustraed in this area. Many leaders deal with this ubiquitous multibillion dollar problem of engaging and mobilizing employees so you are definitely not alone. This is an area which you may need assistance in.</p><p>The key here is to stay away from blanket generalizations about a leaders overall style or about engaging a monolithic “them”. Engagement happens one employee at a time and different strategies will need to be developed for each.</p><p>I can help you articulate an overarching plan to identify what type of engagement strategy is needed for each employee and how to communicate that. Depending on your span of control you may also need to identify which employees are to be prioritized for greatest affect.</p><p>Here are 6 tips to help start mobilizing and engaging employees</p><ul><li>Get to truly know the employee</li><li>Set clear expectations with the employee</li><li>Customize your leadership style to the employee</li><li>Develop specific individual reward and recognition elements</li><li>Communicate complete set of messages</li><li>Develop the employee</li></ul><p>Each of these tips is a separate and distinct gateway into what it will take to mobilize and engage employees. For more information on how I can help in this specific area please contact me.</p>Topic/Question 3 results text 7-9<p>From your self-identified score, it appears you are doing well in this area. </p><p>Here are some key take-aways that you might like to know and share. The key here is to stay away from blanket generalizations about a leaders overall style or about engaging a monolithic “them”. Engagement happens one employee at a time and different strategies will need to be developed for each.</p><p>Here are 6 tips for starters to begin mobilizing and engaging employees</p><ul><li>Get to truly know the employee</li><li>Set clear expectations with the employee</li><li>Customize your leadership style to the employee</li><li>Develop specific individual reward and recognition elements</li><li>Communicate complete set of messages</li><li>Develop the employee</li></ul><p>Each of these tips is a separate and distinct gateway into what it will take to mobilize and engage employees. For more information on how I can help in this specific area please contact me.</p>Topic/Question 3 results text 10-12<p>From your self-identified score, it appears you are successful in this area. That is awesome! </p><p>Here are some key take-aways that you might like to share with other leaders who haven't gotten there yet. The key here is to stay away from blanket generalizations about a leaders overall style or about engaging a monolithic “them”. Engagement happens one employee at a time and different strategies will need to be developed for each.</p><p>Here are 6 tips for starters to begin mobilizing and engaging employees</p><ul><li>Get to truly know the employee</li><li>Set clear expectations with the employee</li><li>Customize your leadership style to the employee</li><li>Develop specific individual reward and recognition elements</li><li>Communicate complete set of messages</li><li>Develop the employee</li></ul><p>Each of these tips is a separate and distinct gateway into what it will take to mobilize and engage employees. </p>Topic/Question 4 results text 1-3<p>From your self-identified score, it appears you are struggling in this area. This is an area where many leaders face a variety of challenges and is one in which you may need assistance in.</p><p>Communication is less about what you say but more about everything else. It is about how you show up as a leader -or don’t- every minute of every day. True, authentic communication means the leader is the message. People look to the leader for clues about what gets tolerated or not, what gets rewarded and what gets ignored or punished, and how things should be done. Everything the leader does is the message - far beyond their facial expressions, gestures and tone of voice, although those are important too.</p><p>I can coach you if you are not being the message you want to be in numerous areas, from big presentations to everyday dealings with you employees and team.</p><p>Here are 8 areas, for starters, that of should be cognizant of.</p><ul><li>Body posture, facial cues, expressions and hand gestures, dress, hair, accessories and even hygiene</li><li>How you listen</li><li>How you spend your time and with whom</li><li>How you react under stress</li><li>Where you allocate resources</li><li>How you show appreciation for employees and team members</li><li>When you assert yourself and when you don’t</li><li>How willing you are to be human or vulnerable</li></ul><p>…and these only scratch the surface of a far more extensive list. For more information on how I can help with your overall communication presence and leadership impact please contact me.</p>Topic/Question 4 results text 4-6<p>From your self-identified score, it appears you are frustrated in this area. This is an area where many leaders face a variety of challenges and is one in which you may need assistance in.</p><p>Communication is less about what you say but more about everything else. It is about how you show up as a leader -or don’t- every minute of every day. True, authentic communication means the leader is the message. People look to the leader for clues about what gets tolerated or not, what gets rewarded and what gets ignored or punished, and how things should be done. Everything the leader does is the message - far beyond their facial expressions, gestures and tone of voice, although those are important too.</p><p>I can coach you if you are not being the message you want to be in numerous areas, from big presentations to everyday dealings with you employees and team.</p><p>Here are 8 areas, for starters, that of should be cognizant of.</p><ul><li>Body posture, facial cues, expressions and hand gestures, dress, hair, accessories and even hygiene</li><li>How you listen</li><li>How you spend your time and with whom</li><li>How you react under stress</li><li>Where you allocate resources</li><li>How you show appreciation for employees and team members</li><li>When you assert yourself and when you don’t</li><li>How willing you are to be human or vulnerable</li></ul><p>…and these only scratch the surface of a far more extensive list. For more information on how I can help with your overall communication presence and leadership impact please contact me.</p>Topic/Question 4 results text 7-9<p>From your self-identified score, it appears you are doing well in this area. </p><p>Communication is less about what you say but more about everything else. It is about how you show up as a leader -or don’t- every minute of every day. True, authentic communication means the leader is the message. People look to the leader for clues about what gets tolerated or not, what gets rewarded and what gets ignored or punished, and how things should be done. Everything the leader does is the message - far beyond their facial expressions, gestures and tone of voice, although those are important too.</p><p>Here are some key takeaways for you to reflect on or share about not being the message you want to be in numerous areas, from big presentations to everyday dealings with you employees and team.</p><p>Here are 8 areas, for starters, that of should be cognizant of.</p><ul><li>Body posture, facial cues, expressions and hand gestures, dress, hair, accessories and even hygiene</li><li>How you listen</li><li>How you spend your time and with whom</li><li>How you react under stress</li><li>Where you allocate resources</li><li>How you show appreciation for employees and team members</li><li>When you assert yourself and when you don’t</li><li>How willing you are to be human or vulnerable</li></ul><p>…and these only scratch the surface of a far more extensive list. </p>Topic/Question 4 results text 10-12<p>From your self-identified score, it appears you are successful in this area. That is wonderful!</p><p>Many other leaders face a variety of challenges in this area</p><p>Communication is less about what you say but more about everything else. It is about how you show up as a leader -or don’t- every minute of every day. True, authentic communication means the leader is the message. People look to the leader for clues about what gets tolerated or not, what gets rewarded and what gets ignored or punished, and how things should be done. Everything the leader does is the message - far beyond their facial expressions, gestures and tone of voice, although those are important too.</p><p>If you know of anyone who may want help being the message in either a big presentations or in everyday dealings with employees and team here are 8 areas to be cognizant of, for starters, that you can share.</p><ul><li>Body posture, facial cues, expressions and hand gestures, dress, hair, accessories and even hygiene</li><li>How you listen</li><li>How you spend your time and with whom</li><li>How you react under stress</li><li>Where you allocate resources</li><li>How you show appreciation for employees and team members</li><li>When you assert yourself and when you don’t</li><li>How willing you are to be human or vulnerable</li></ul><p>…and these only scratch the surface of a far more extensive list. </p>Topic/Question 5 results text 1-3<p>From your self-identified score, it appears the amount of time being invested in your own development and growth as a leader could be augmented. This is an area many need assistance in. </p><p>Leaders at all levels of the organization can greatly benefit from a development plan for themselves. Whether you want to invest in identifying gaps in your leadership capabilities or have specific areas you’ve predetermined you want to work on, the important part is to recognize that in order to be effective for others you must invest in yourself.</p><p>Here is a high level view of my simple 3-phase methodology that I use with leaders just like yourself.</p><p>Phase One: This first phase is crucial, allowing you to gain insights into yourself that you may not have ever experienced before. We are going to assess your strengths and how to build on them to improve yourself as a leader. Ideally, we will also identify that one specific thing that could help you be an even stronger leader than you currently are, something that would give you maximum impact!</p><p>Phase two: This is when the coaching really begins. I will guide you through a specific process every time we meet, focusing on some key points: First, the areas identified during the assessment phase and, Second, the current challenges and issues you are having at the moment. The goal here is to make this the most productive meeting you have all week in terms of resolving these issues and moving you forward.</p><p>Phase three: This phase begins almost simultaneously with Phase 2. We will track results via a monthly behavioural coaching process, where you will be receiving real-time feedback on your progress. We will also do a complete 360 reassessment after 6 months, at which time we'll discuss the possibility of outside support to keep things on track and seal in all the growth you've achieved. </p>Topic/Question 5 results text 4-6<p>From your self-identified score, it appears the amount of time being invested in your own development and growth as a leader could be augmented. This is an area many need assistance in.</p><p>Leaders at all levels of the organization can greatly benefit from a development plan for themselves. Whether you want to invest in identifying gaps in your leadership capabilities or have specific areas you’ve predetermined you want to work on, the important part is to recognize that in order to be effective for others you must invest in yourself.</p><p>Here is a high level view of my simple 3-phase methodology that I use with leaders just like yourself.</p><p>Phase One: This first phase is crucial, allowing you to gain insights into yourself that you may not have ever experienced before. We are going to assess your strengths and how to build on them to improve yourself as a leader. Ideally, we will also identify that one specific thing that could help you be an even stronger leader than you currently are, something that would give you maximum impact!</p><p>Phase two: This is when the coaching really begins. I will guide you through a specific process every time we meet, focusing on some key points: First, the areas identified during the assessment phase and, Second, the current challenges and issues you are having at the moment. The goal here is to make this the most productive meeting you have all week in terms of resolving these issues and moving you forward.</p><p>Phase three: This phase begins almost simultaneously with Phase 2. We will track results via a monthly behavioural coaching process, where you will be receiving real-time feedback on your progress. We will also do a complete 360 reassessment after 6 months, at which time we'll discuss the possibility of outside support to keep things on track and seal in all the growth you've achieved.</p>Topic/Question 5 results text 7-9<p>From your self-identified score, it appears you are investing but may need help identifying key areas of development.</p><p>Leaders at all levels of the organization can greatly benefit from a development plan for themselves. Whether you want to invest in identifying gaps in your leadership capabilities or have specific areas you’ve predetermined you want to work on, the important part is to recognize that in order to be effective for others you must invest in yourself.</p><p>Here is a high level view of my simple 3-phase methodology that I use with leaders just like yourself.</p><p>Phase One: This first phase is crucial, allowing you to gain insights into yourself that you may not have ever experienced before. We are going to assess your strengths and how to build on them to improve yourself as a leader. Ideally, we will also identify that one specific thing that could help you be an even stronger leader than you currently are, something that would give you maximum impact!</p><p>Phase two: This is when the coaching really begins. I will guide you through a specific process every time we meet, focusing on some key points: First, the areas identified during the assessment phase and, Second, the current challenges and issues you are having at the moment. The goal here is to make this the most productive meeting you have all week in terms of resolving these issues and moving you forward.</p><p>Phase three: This phase begins almost simultaneously with Phase 2. We will track results via a monthly behavioural coaching process, where you will be receiving real-time feedback on your progress. We will also do a complete 360 reassessment after 6 months, at which time we'll discuss the possibility of outside support to keep things on track and seal in all the growth you've achieved.</p>Topic/Question 5 results text 10-12<p>From your self-identified score, it appears you are investing and have a development plan in place. That's great!</p><p>You are already aware that leaders at all levels of the organization can greatly benefit from a development plan for themselves. Whether you want to invest in identifying gaps in your own leadership capabilities or have specific areas you want to work on, the important part is to recognize that in order to be effective for others you must invest in yourself.</p><p>Perhaps you could share this with other leaders that ar still struggling in this area.</p>Topic/Question 6 results text 1-3<p>From your self-identified score, it appears you are struggling in this area. This is an area where many leaders (and team members) face real challenges. This is an area many need assistance in.</p><p>Leading teams causes frustration for many managers and executives. There are numerous reasons for this, from lack of a clear goal to unclear roles, personality conflicts, unrealistic timelines and budgets, poor communication, and having gaps in the talent needed to succeed.</p><p>Here are 5 questions for starters you can ask yourself right now to begin shifting your team to high performance.</p><ul><li>Do you have a specific and measureable goal for your team?</li><li>What roles do you need on the team to achieve your goals?</li><li>How will you recruit the talent you need?</li><li>What are the team values?</li><li>How do team members know what is expected of them?</li></ul><p>I can help both the team leader and members of the team discover what’s working well and what they can do better. I go deep to help build a high performing team. I can also help, in a facilitative role, to resolve challenges and conflicts that are coming up on the team.</p>Topic/Question 6 results text 4-6<p>From your self-identified score, it appears you are frustrated in this area. This is an area where many leaders (and team members) face real challenges. This is an area many need assistance in.</p><p>Leading teams causes frustration for many managers and executives. There are numerous reasons for this, from lack of a clear goal to unclear roles, personality conflicts, unrealistic timelines and budgets, poor communication, and having gaps in the talent needed to succeed.</p><p>Here are 5 questions for starters you can ask yourself right now to begin shifting your team to high performance.</p><ul><li>Do you have a specific and measureable goal for your team?</li><li>What roles do you need on the team to achieve your goals?</li><li>How will you recruit the talent you need?</li><li>What are the team values?</li><li>How do team members know what is expected of them?</li></ul><p>I can help both the team leader and members of the team discover what’s working well and what they can do better. I go deep to help build a high performing team. I can also help, in a facilitative role, to resolve challenges and conflicts that are coming up on the team</p>Topic/Question 6 results text 7-9<p>From your self-identified score, it appears you are doing well but synergies could be improved. This is an area where many leaders (and team members) face real challenges. This is an area many need assistance in.</p><p>Leading teams causes frustration for many managers and executives. There are numerous reasons for this, from lack of a clear goal to unclear roles, personality conflicts, unrealistic timelines and budgets, poor communication, and having gaps in the talent needed to succeed.</p><p>Here are 5 questions for starters you can ask yourself right now to begin shifting your team to high performance.</p><ul><li>Do you have a specific and measureable goal for your team?</li><li>What roles do you need on the team to achieve your goals?</li><li>How will you recruit the talent you need?</li><li>What are the team values?</li><li>How do team members know what is expected of them?</li></ul><p>I can help both the team leader and members of the team discover what’s working well and what they can do better. I go deep to help build a high performing team. I can also help, in a facilitative role, to resolve challenges and conflicts that are coming up on the team.</p>Topic/Question 6 results text 10-12<p>From your self-identified score, it appears you have a high performace team. Conratulations!</p><p>This is an area where many other leaders (and team members) face real challenges.</p><p>Leading teams causes frustration for many managers and executives. There are numerous reasons for this, from lack of a clear goal to unclear roles, personality conflicts, unrealistic timelines and budgets, poor communication, and having gaps in the talent needed to succeed.</p><p>Here are 5 questions for starters a struggling team leader can ask themselves right now to begin shifting thier team towards high performance.</p><ul><li>Do you have a specific and measureable goal for your team?</li><li>What roles do you need on the team to achieve your goals?</li><li>How will you recruit the talent you need?</li><li>What are the team values?</li><li>How do team members know what is expected of them?</li></ul><p>I can help both the team leader and members of the team discover what’s working well and what they can do better. I go deep to help build a high performing team. I can also help, in a facilitative role, to resolve challenges and conflicts that are coming up on the team</p>Topic/Question 7 results text 1-3<p>From your self-identified score, it appears you are struggling in this area. Many organizations face real challenges with strategy and need help for a number of reasons. This is an area many need assistance in.</p><p>Creating a strategic plan encompassing vision, mission, values and strategic initiatives is paramount to organizational success. Unfortunately, few can afford the high cost of hiring a consulting firm to come in and work with them. It is also, usually a highly invasive process and many times perceived as disrespectful to the existing brainpower within the organization.</p><p>The good news is that I can help you fulfill your strategic initiative for a fraction of the cost of a consultancy while leveraging your own in-house talent. </p><p>Before the process begins, there are a few things you need to consider about the scope of the strategic plan and how it will be completed.</p><ul><li>How far out does the plan go?</li><li>Who is involved as a core part of the team that develops strategy?</li><li>Who provides input, information and advice?</li><li>When must the strategic plan be completed?</li><li>What is the process to get it reviewed and approved?</li><li>How are decisions made?</li></ul><p>Only once these questions are answered can the first phase of coaching to seek clarity about the big picture begin.</p><p>If you would like to discuss my three phase strategic planning process please contact me directly.</p>Topic/Question 7 results text 4-6<p>From your self-identified score, it appears you are frustrated in this area. Many organizations face real challenges with strategy and need help for a number of reasons. This is an area many need assistance in.</p><p>Creating a strategic plan encompassing vision, mission, values and strategic initiatives is paramount to organizational success. Unfortunately, few can afford the high cost of hiring a consulting firm to come in and work with them. It is also, usually a highly invasive process and many times perceived as disrespectful to the existing brainpower within the organization.</p><p>The good news is that I can help you fulfill your strategic initiative for a fraction of the cost of a consultancy while leveraging your own in-house talent. </p><p>Before the process begins, there are a few things you need to consider about the scope of the strategic plan and how it will be completed.</p><ul><li>How far out does the plan go?</li><li>Who is involved as a core part of the team that develops strategy?</li><li>Who provides input, information and advice?</li><li>When must the strategic plan be completed?</li><li>What is the process to get it reviewed and approved?</li><li>How are decisions made?</li></ul><p>Only once these questions are answered can the first phase of coaching to seek clarity about the big picture begin.</p>Topic/Question 7 results text 7-9<p>From your self-identified score, it appears you have a stratigic plan in place but many are still not onboard. This is an area many need assistance in.</p><p>Creating a strategic plan encompassing vision, mission, values and strategic initiatives is paramount to organizational success. Unfortunately, if the plan is not effectively communicated or was developed in an exclusive manner buy-in may be difficult.</p><p>Engaging employees around the new strategic plan is essential if the plan is to succeed. I can help you with that engagement. </p>Topic/Question 7 results text 10-12<p>From your self-identified score, it appears you have achieved success in this area.</p><p>Fantastic!</p>Topic/Question 8 results text 1-3<p>From your self-identified score, it appears you are struggling in this area. Many organizational leaders face similar challenges. This is an area many need assistance in.</p><p>Creating a high performance organizational culture is a competitive necessity and can be achieved with the right guidance. Do not join the ranks of many organizations that have made one of three mistakes. They try to change culture by proclamation after a luxurious executive retreat, they hire a marketing firm to create all sorts of fanfare about the new culture or they try to borrow another organization’s culture. All three are a recipe for failure.</p><p>Here are a few tips to keep in mind when working to change organizational culture.</p><p>· Organizational culture change happens from the top down.</p><p>· Top leadership must exemplify the new culture</p><p>· The new culture must be well defined</p><p>· New and specific performance standards and associated metrics will need to be implemented to track success</p><p>· Leadership will have to get even more specific about key habits expected throughout the organization</p><p>· Top leaders will need to effectively communicate the new culture and associated new leadership habits to the next level of leadership who will in turn do the same</p><p>Please contact me to find out how I can help with your organizational culture challenges.</p>Topic/Question 8 results text 4-6<p>From your self-identified score, it appears you are frustrated in this area. Many organizational leaders face similar challenges. This is an area many need assistance in.</p><p>Creating a high performance organizational culture is a competitive necessity and can be achieved with the right guidance. Do not join the ranks of many organizations that have made one of three mistakes. They try to change culture by proclamation after a luxurious executive retreat, they hire a marketing firm to create all sorts of fanfare about the new culture or they try to borrow another organization’s culture. All three are a recipe for failure.</p><p>Here are a few tips to keep in mind when working to change organizational culture.</p><p>· Organizational culture change happens from the top down.</p><p>· Top leadership must exemplify the new culture</p><p>· The new culture must be well defined</p><p>· New and specific performance standards and associated metrics will need to be implemented to track success</p><p>· Leadership will have to get even more specific about key habits expected throughout the organization</p><p>· Top leaders will need to effectively communicate the new culture and associated new leadership habits to the next level of leadership who will in turn do the same.</p>Topic/Question 8 results text 7-9<p>From your self-identified score, it appears you are doing reasonably well in this area. Many organizational leaders face similar challenges with metrics and fine tuning performance measures. This is an area many need assistance in.</p><p>Creating a high performance organizational culture is a competitive necessity and can be achieved with the right guidance. Do not join the ranks of many organizations that have made one of three mistakes. They try to change culture by proclamation after a luxurious executive retreat, they hire a marketing firm to create all sorts of fanfare about the new culture or they try to borrow another organization’s culture. All three are a recipe for failure.</p><p>Here are a few tips to keep in mind when working to change organizational culture.</p><p>· Organizational culture change happens from the top down.</p><p>· Top leadership must exemplify the new culture</p><p>· The new culture must be well defined</p><p>· New and specific performance standards and associated metrics will need to be implemented to track success</p><p>· Leadership will have to get even more specific about key habits expected throughout the organization</p><p>· Top leaders will need to effectively communicate the new culture and associated new leadership habits to the next level of leadership who will in turn do the same.</p>Topic/Question 8 results text 10-12<p>Congratulations, from your self-identified score, it appears you seem tohave this area well in hand.</p>Total 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 DesiredEmailThis field is for validation purposes and should be left unchanged. 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