Step 1 of 11 0% Email HeaderThanks for taking the time to complete the Grow to Lead Self Assessment.Your individual report is compiled in the PDF attached. Please review the report, make some notes on themes and areas you're interested in working on. You can either print out the report and make handwritten notes on the PDF or save the report to your device and create a separate document for your notes.Then listen to Module Two which will walk you through the goal setting process. That'll be the foundation of your work with the Grow to Lead community.Looking forward to getting to know you!Email FooterSincerely,DeborahDevelop PeopleI devote attention and resources to developing people, not just business results.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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? I provide regular feedback and acknowledgment to my people, not just when it’s required.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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? Deliver ResultsI balance building high performing teams and fostering a positive team culture.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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? I am comfortable with holding others accountable, including having the challenging conversations that sometimes must happen.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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? Systems SeeingI regularly seek fundamental solutions for thorny challenges rather than just applying quick fixes.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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? I optimize my area of responsibility while still contributing to making the whole system work.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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? Vision and PurposeI am clear about the results I want to achieve and I regularly communicate that to the people I interact with.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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? I identify a clear purpose for every important conversation, meeting, or initiative I am part of.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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? StanceMy inner confidence matches how I am perceived by others.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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? I consider myself flexible and agile, and am comfortable with ambiguous situations.I'm really struggling with this.I'm inconsistent with this and it frustrates me.I'm confident in my leadership and there are areas I could improve.I'm pleased with my success in this area and I'm mostly focused on developing others.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 Preferred 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 1 Yes Most ImportantTopic 2 Yes Most ImportantTopic 3 Yes Most ImportantTopic 4 Yes Most ImportantTopic 5 Yes Most ImportantFeedback if Column 1Feedback if Column 2Feedback if Column 3Feedback if Column 4Q1 or Topic 1 Biggest Gap FeedbackDevelop PeopleAt essence, developing people is what leadership is all about. Sure, you have to get the job done, but leadership is about inspiring and motivating others. Whether you call it "emotional intelligence" or "soft skills" this is an area to pay close attention to.I've included links to a couple of blog posts that could be helpful in this area:http://www.reidyassociates.org/blog/2018/7/18/simple-practices-that-work-wonders-to-improve-teamworkhttp://www.reidyassociates.org/blog/2018/12/21/how-to-communicate-for-reliable-resultsQ2 or Topic 2 Biggest Gap FeedbackDeliver ResultsMany leaders dread having to hold their people accountable and find that the least enjoyable part of their work. And yet it's a critical part of leadership and contributes not only to getting the work done but also to promoting positive team culture. I've included links to a couple of relevant blog posts that might be helpful: http://www.reidyassociates.org/blog/2019/1/31/d1l9b58azor568rymnaezn8s9labpc http://www.reidyassociates.org/blog/2018/4/24/the-4-best-ways-to-get-your-people-excited-about-doing-their-jobhttp://www.reidyassociates.org/blog/2017/3/19/the-secret-to-successful-delegation Q3 or Topic 3 Biggest Gap FeedbackSystems SeeingBeing able to see the forest AND the trees is a hallmark of seasoned leaders. And yet it's not always easy or obvious. Especially challenging can be seeing where YOU are influencing systems that might not be operating as you would like.Check out these links to blog posts for a couple of helpful perspectives:http://www.reidyassociates.org/blog/2019/8/20/dj-vu-all-over-againhttp://www.reidyassociates.org/blog/2019/1/6/how-top-leaders-grapple-with-thorny-dilemmashttp://www.reidyassociates.org/blog/2018/1/17/quick-fixes-and-cat-treatsQ4 or Topic 4 Biggest Gap FeedbackVision and PurposeVision is a picture of what it looks like when your purpose is accomplished, it's your aspiration. Purpose is what you aim to do, a valued direction that is recognized by action. It can be helpful to have a purpose statement that addresses the following:What you want to accomplish (To do or be)How you want to be as you're accomplishing that (In a way that)What is the end result you desire (So that)Here are links to a couple of blog posts that might help:http://www.reidyassociates.org/blog/2014/11/1/your-brain-on-purposehttp://www.reidyassociates.org/blog/2018/12/21/how-to-communicate-for-reliable-resultsQ5 or Topic 5 Biggest Gap FeedbackStanceStance is how you "be," which informs what you do. It's partially a function of temperament but can be cultivated through various avenues. Having a strong mindfulness practice is one valuable approach.Here are links to a couple of blog posts that might help:http://www.reidyassociates.org/blog/2019/7/25/amping-up-your-inner-championhttp://www.reidyassociates.org/blog/2018/12/5/how-to-jump-start-stalled-goalshttp://www.reidyassociates.org/blog/2016/6/24/im-excitedThis is a BIG topic and one worth taking a deep dive into. Here are a few of my favorite books on the topic: Mindset by Carol Dweck, Presence by Amy Cuddy, Hardwiring Happiness by Rick Hanson, The Winner's Way by Pam Brill, Toughness Training for Life by James Loehr, The Power of Full Engagement by Jim Loehr & Tony Schwartz, Taming Your Gremlin by Rick Carlson. Call to Action for EveryoneCall to Action For Column 1Congratulations! You've already taken the first step toward making progress on your leadership journey. Chances are, you're confident in your content expertise and you realize that you could pay more attention to growing as a leader.Once you review your assessment report, the next step is to head over to Module Two of Grow to Lead where I'll walk you through identifying goals using the Grow to Lead worksheet. Then you'll be able to prioritize the modules that directly relate to your goals. And don't forget to connect with other members in the Grow to Lead community. If you have any questions, you can always contact me at deborah@reidyassociates.org or post a question for the community. Call to Action For Column 2Congratulations! My guess is that you're frustrated because you feel like you're applying these skills inconsistently, or that you have areas of real strength and other areas that need fine tuning. That shows your strong motivation to grow and develop as a leader.Once you review your assessment report, the next step is to head over to Module Two of Grow to Lead where I'll walk you through identifying goals using the Grow to Lead worksheet. Then you'll be able to prioritize the modules that directly relate to your goals. And don't forget to connect with other members in the Grow to Lead community. If you have any questions, you can always contact me at deborah@reidyassociates.org or post a question for the community. Call to Action For Column 3Congratulations! It looks like you're an already successful leader who wants to take things to the next level. I'm guessing you're motivated by a desire to make an even bigger difference in the areas you care about. You aren’t afraid to identify growth areas and to seek help to achieve your next level of success faster and more assuredly than you would alone. Grow to Lead can help!Once you review your assessment report, the next step is to head over to Module Two of Grow to Lead where I'll walk you through identifying goals using the Grow to Lead worksheet. Then you'll be able to prioritize the modules that directly relate to your goals. And don't forget to connect with other members in the Grow to Lead community. If you have any questions, you can always contact me at deborah@reidyassociates.org or post a question for the community. Call to Action For Column 4Congratulations! You're confident in your leadership and still open to learning. Your primary focus these days is on developing others. Grow to Lead can offer you the tools and models that will complement your existing experience and make it easier to pass along your wisdom to others. Once you review your assessment report, the next step is to head over to Module Two of Grow to Lead where I'll walk you through identifying goals using the Grow to Lead worksheet. Then you'll be able to prioritize the modules that directly relate to your goals. And don't forget to connect with other members in the Grow to Lead community. If you have any questions, you can always contact me at deborah@reidyassociates.org or post a question for the community. 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 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 10-12Total 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 1 Total for DesiredTopic 2 Total for DesiredTopic 3 Total for DesiredTopic 4 Total for DesiredTopic 5 Total for DesiredEmailThis field is for validation purposes and should be left unchanged. 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