Step 1 of 8 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>Charlie Martin<br />Think Change</p>LeadershipHow would you describe yourself as a leader compared to your ideal leader self?I'm really struggling with how to establish myself as a leaderI'm frustrated with the response I'm getting from my teamI'm doing Ok but the results are not where I want them to beI'm doing good but always looking for how I can get better and keep my career movingHow 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? Goal Setting How are you doing at helping your team set motivational challenging goals?I'm having big challenges getting my team to set clear goalsI'm frustrated with how un-motivated my team appears much of the timeI'm doing OK, but have a long way to go to get where I want to beI seem to have the team going in the right direction and what to accelerate the paceHow 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? ClarityHow clear are your team members about what you expect from them?I'm really struggling with establishing clear expectationsI'm often frustrated with how much time it takes to establish clarity with my teamI'm doing OK, but haven't found the right communication methods to establish the clarity necessary to achieve our goals fast enoughI'm really successful with this and want to find ways to take our performance to the next levelHow 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 well do you communicate the true purpose of your organization?I'm really struggling with understanding and communicating to get my team to engage with my organizations clear purposeI know our purpose is important but am having challenges using it in the right way to engage the teamI want to find additional ways to tie our company purpose to my teams goalsI feel good about how I'm doing and want to find ways to get even better at tying purpose to performanceHow 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? DelegationWhen you delegate work how do you know if the person understands what you mean?I'm really struggling with delegation in general and don't know what to doWhen I delegate, I believe I am clear but something is falling through the cracks and impacting performanceI still experience gaps between what I believe I delegated and the results I get and am looking for a way to fill those gaps I'm a good delegator and always looking for a way to get even betterHow 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? Performance management How well do you manage the performance of your team to achieve optimal results?I'm really struggling with understanding and implementing our performance management systemI'm often frustrated with this and not certain what changes I need to makeI'm using the system well but see a few gaps that I'm not sure how to fillI'm happy with how we are doing and what to keep raising the bar in the right wayHow 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? Developing team members How are you doing at helping your team develop their skills and achieve optimal results for themselves and the team?I'm struggling with this and I don't believe I have the tools necessary to do the jobI want to be a great developer of my team and am not quite shure of the best way to do it and I know its impacting turnoverI'm doing OK, but want to find additional ways to support the development of my team membersI have always been good at developing team members and am looking for additional ways to help them improve, learn and growHow 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 GapQuestion 6 GapQuestion 7 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 ImportantFeedback if Column 1Feedback if Column 2Feedback if Column 3Feedback if Column 4Q1 or Topic 1 Biggest Gap Feedback<p><strong>LEADERSHIP</strong></p><p>Becoming the leader high performers want to work for is a big challenge. There are small steps that can lead to big results</p>Q2 or Topic 2 Biggest Gap Feedback<p><strong>GOAL SETTING</strong></p><p>Many people have challenges with goals setting. There are a few key things that really make the difference</p>Q3 or Topic 3 Biggest Gap Feedback<p><strong>Clarity</strong></p><p>Most leaders feel they are setting clear expectations but the reality is its challenging. Key communication steps can make a real positive difference.</p>Q4 or Topic 4 Biggest Gap Feedback<p><strong>PURPOSE</strong></p><p>It's not always easy to identify and communicate purpose beyond the day to day work but it is important and it is doable.. It may take a little creativity.</p>Q5 or Topic 5 Biggest Gap Feedback<p><strong>DELEGATION</strong></p><p>Becoming an excellent delegator is more challenging than many leaders think. A few key steps make it work.</p>Q6 or Topic 6 Biggest Gap Feedback<p><strong>PERFORMANCE MANAGEMENT</strong></p><p>Managing the performance of a team or individuals takes knowledge, patience and understanding, its not easy. There are some critical clear steps to take.</p>Q7 or Topic 7 Biggest Gap Feedback<p><strong>DEVELOPING TEAM MEMBERS</strong></p><p>The development of team members is critical and challenging and the payooff of getting it right is incredible. It's a never ending journey with many fulfillments.</p>Call to Action for EveryoneCall to Action For Column 1<p>We all struggle from time to time the only way we get better is to identify our gaps and take action to make positive change.</p><p>Lets chat about your results.</p><p>Schedule an obligation-free discovery call to identify possibilities by emailing us at <strong><a href="mailto:charlie@thinkchange.co">charlie@thinkchange.co</a> </strong>or call: my cell <strong>214-869-6148</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 you can improve.. Many times it juat takes a few key questions to uncover big opportunities for improvement</p><p>Let's chat </p><p>Schedule an obligation-free discovery call and we will explore possibilities. Emaili us at <strong><a href="mailto:charlie@thinkchange.co">charlie@thinkchange.co</a> </strong>or call: my cell <strong>214-869-6148</strong></p>Call to Action For Column 3<p>I can see you are doing OK in most areas and I would love to see how I can help you reach your ultimate goals. Lets chat about your scores and decide where we make the most progress in the shortest time</p><p>There are usually small changes that can make a big difference and they are hard to discover on your own.</p><p>Schedule an obligation-free discovery call and we can talk about how some small changes can make a big difference. Email us at <strong><a href="mailto:charlie@thinkchange.co">charlie@thinkchange.co</a> </strong>or call: my cell <strong>214-869-6148</strong></p>Call to Action For Column 4<p>You are doing great and I am guessing that its never quite good enough. for you. High performaers like you;are always lookining for the next level. It always takes help to get to the top.</p><p>Schedule an obligation-free discovery call and lets talk about you aspitations and how to make them a reality. Email us at <strong><a href="mailto:charlie@thinkchange.co">charlie@thinkchange.co</a> </strong>or call: my cell <strong>214-869-6148</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 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 DesiredCommentsThis field is for validation purposes and should be left unchanged. 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