LEADING CHANGE PROFILE

Quiz Questions

• 1.
  1. I rally people around a shared purpose

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 2.
  2. I make the case for change compelling and meaningful for everyone

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 3.
  3. I work to align goals across teams so that people can work collaboratively versus in silos

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 4.
  4. I ensure that responsibilities and expectations around change are clear

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 5.
  5. In leading change, I consider the broader implications and consequences of my decisions

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time) 
  • E.
    Every time
• 6.
  6. I read the cues around me to gauge how others might be thinking and feeling about  the change

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 7.
  7. I keep a cool head under pressure and manage my emotional state

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 8.
  8. I adapt to change with a resilient ‘can do’ attitude. I'm the example I want to see in others.

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time) 
  • E.
    Every time
• 9.
  9. I know my values and principles and I stay true to them 

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 10.
  10. I give others the stability they need when change brings uncertainty 

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 11.
  11. I consciously create a safe space for people to openly share their concerns and fears about change

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 12.
  12. I confidently manage negative mindsets around change

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 13.
  13. I listen deeply to others

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 14.
  14. I empower people to take risks, make decisions and solve problems

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 15.
  15. In leading change, I proactively coach others so they learn new skills and build confidence

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 16.
  16. When it comes to change, I plan effectively and say no to other things to keep focused on and on track

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 17.
  17. I involve others early who are impacted by the change

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (nearly always)
  • E.
    Every time
• 18.
  18. I enable people with the tools and resources they need to succeed

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 19.
  19. I provide honest feedback and hold people accountable to what they have agreed will be achieved

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 20.
  20. I champion change being measured and embedded properly 

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 21.
  21. In leading change, I share information openly and transparently

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 22.
  22.  My leadership voice is strong and confident

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time) 
  • E.
    Almost always
• 23.
  23. I embrace questions and open discussion that challenges my thinking. I'm prepared to have my mind changed.  

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 24.
  24. When it comes to change, I demonstrate courage and confront the issues that matter the most

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time
• 25.
  25. I proactively acknowledge effort, progress and wins (even the little ones).

  Image Source

  • A.
    Sometimes
  • B.
    About half the time
  • C.
    More often than not
  • D.
    Consistently (most of the time)
  • E.
    Every time

Quiz Outcomes

• 1.
  Your change leadership style is passive

  Image Source

  Your leadership needs a strong foundation to grow.Here are some tips to get you started in building your change leadership capability. * Focus on building effective relationships based on trust and respect.* Focus on learning how to work with others. Notice what you find challenging and frustrating and start there. Leadership begins with leading ourselves, so think about how your mindset can shift to help you create new opportunities to grow your skills and confidence.* Build self-awareness by learning about yourself: your values, your strengths and what makes you tick.*Seek out a mentor who can help you progress a path that’s right for you – in or out of leadership. Who do you know in your network that you can reach out to for mentorship if you don’t currently have a mentor?* Observe effective leaders around you and how they lead. What is it they do when they are leading? What is their mindset? How do they show up for others? How do you like to be managed? How do you like to be led?* Increase your leadership knowledge. Read leadership books and listen to leadership podcasts. What are you curious about when it comes to working with others? Start with those areas to begin your search in finding leadership inspiration. If you want some help to level up your leadership and unlock your potential then let’s chat. Email me at toni@tonicourtney.com to book in a complimentary 30 minute phone chat where we can work on one thing that is holding you back in your leadership journey. It all starts with a conversation and deciding to have this chat, might just be one of the best decisions you make this year.Here’s to you taking the next steps in becoming a change maker leader!I look forward to hearing from you.Cheers, Toni
• 2.
  Your change leadership style is transactional

  Image Source

  At this level you have your leadership ‘training wheels’ on. Your leadership growth depends on the role models around you, your willingness to learn and grow, and your organisation’s investment in leadership development.Your leadership needs a strong foundation to grow.Here are some tips to build your change leadership capability: Be proactive and create opportunities to learn and gain experience. Courage and confidence happen in action. Recognise and remember that every result is simply feedback you can learn from (even when you make mistakes). Build self-awareness. Learn about yourself: your values, your strengths and what makes you tick. The more you know and value yourself, the easier it will be to lead yourself and adapt your leadership for it for different personalities and situations. Remember that leadership is an inside out before it’s about leading others.Build confidence. Be prepared to back yourself and get out of your comfort zone. Remind yourself that you are always doing your best – it’s all you can expect of yourself! Develop a growth mindset. Be open, curious and ready to learn. The only thing you control is yourself; everything else is uncertain. Seek out a mentor(s) if you don’t already have one. Choose someone who is a great change leader and explore their journey, mindset and approach to leading change.Develop a leadership development plan and work with your reporting leader to get the support you need. Continue to develop your strengths and address the biggest gaps which are impacting your effectiveness.Seek ongoing constructive feedback. Ideally, seek feedback from your team, peers and more senior leaders. What are the common themes?Invest in high quality self-reflection. Ongoing self-reflection is how you learn leadership. Don’t let your inner critic get the better of you. Learn how to lift yourself up rather than bring yourself down; it’s much more empowering. No one is perfect.Increase your leadership knowledge. Read change leadership books and listen to leadership podcasts.If you want some help to level up your leadership and unlock your potential then let’s chat. Email me at toni@tonicourtney.com to book in a complimentary 30 minute phone chat where we can work on one thing that is holding you back. It all starts with a conversation and deciding to have this chat, might just be one of the best decisions you make this year.Here’s to you taking the next steps in becoming a change maker leader!I look forward to hearing from you.Cheers, Toni
• 3.
  Your change leadership style is participative

  Image Source

  You are developing change leadership capability and, in many cases, setting the leadership example for your team and others around you. Chances are, you are a great operator whose known for achieving solid results.Use these tips to build your change leadership capability: Build relationships through your organisation. Don’t wait to invest time in building relationships after ‘the work’ is done. Be proactive. Prioritising relationships is how you build influence and your leadership brand.Grow your leadership voice and confidence. Be prepared to back yourself and get out of your comfort zone. Remind yourself that you always give things your best; it’s all you can expect of yourself. Speak up in forums and have a voice, even if it goes against the conversation flow. Be prepared to face other people’s perceptions Have the tricky conversations. Through the process, build your EQ so you can learn to self-regulate in any situation. Integrating your leadership identity, voice and style is an ongoing process of learning and growth.Adapt your leadership style. Building your leadership communication toolkit so that you can shift from your natural style when the situation calls for it. Own and drive change that matters. Put your hand up for special projects or initiatives that broaden your leadership experience where you own, drive, and deliver change outcomes. Build an open network. According to multiple, peer-reviewed studies, simply being in an open network (where you are building connections and relationships in an out of your organisation) instead of a closed one is the best predictor of career success. Expanding your thinking, knowledge and ideas is a great way to keep up to date.Seek out a mentor(s) who is a great change leader and explore their journey, mindset and approach to leading change. How can they help champion and sponsor your leadership journey?Develop a leadership development plan and work with your reporting leader to get the support you need. Continue to develop your strengths and address any gaps that significantly impacting your effectiveness in leading change. Identify leadership benchmarks which you can measure your progress against.Seek ongoing constructive feedback. Ideally, seek feedback from your team, peers and more senior leaders.Invest in high quality self-reflection. Ongoing self-reflection is how you learn leadership. Don’t let your inner critic get the better of you. Lift yourself up rather than bring yourself down; it’s much more empowering. Increase your leadership knowledge. Read change leadership books and listen to leadership podcasts.If you want some help to level up your leadership and unlock your potential then let’s chat. Email me at toni@tonicourtney.com to book in a complimentary 30 minute phone chat where we can work on one thing that is holding you back in your leadership journey. It all starts with a conversation and deciding to have this chat, might just be one of the best decisions you make this year.Here’s to you taking the next steps in becoming a change maker leader!I look forward to hearing from you.Cheers, Toni
• 4.
  Your change leadership style is charismatic

  Image Source

  Your results show that your overall change leadership capability is ‘a strength’. You’ve achieved well in your career so far and you are a strong change leader. From a 360 perspective, would your peers and others you work with rate you the same way?Use these tips to help you unlock your next level change leadership capability Build self-awareness. Are there gaps between your intention and impact in your interactions with others? Do you always leave people feeling the way you want them to? How can you close any gaps?Lead consciously. How can you adapt your leadership style by taking more notice of the nuances you observe in others and their reactions? Is your self-reflection based on leadership benchmarks you have in place for yourself so you can lead authentically and intentionally? Integrate your leadership identity, voice and style. Your self-awareness, ability to know who you are as a leader and what you stand for is an ongoing process of learning and growth. Knowing how your leadership builds energy and momentum around business goals and initiatives will enable you to adapt your style for different situations and personalities.Broaden your perspectives. The value of your leadership lies in your thinking capacity. Improve the questions you ask yourself and others. Why is my bit important? What are the other parts of the other strategy? If I do this well, what will the broader implications be for myself and others? These broader inputs will help you broaden your perspective, create deeper narratives in communicating change, and also help you co-lead across your organisation.Own and drive enterprise change that matters. Put your hand up for special projects or initiatives that broaden your leadership experience beyond your functional expertise where you own, drive, and deliver change outcomes. Build the culture. How can your leadership example and influence help champion and build the desired culture? What behavioural norms are you tolerating or putting up with? What voice can you have in creating cultural transformation?Seek out a mentor(s) if you don't already have one who is known within your industry who can champion you and help be a sponsor for you. What is your leadership at this point all about? What is your leadership legacy?If you want some help to level up your leadership and unlock your potential then let’s chat. Email me at toni@tonicourtney.com to book in a complimentary 30 minute phone chat where we can work on one thing that is holding you back in your leadership journey. It all starts with a conversation and deciding to have this chat, might just be one of the best decisions you make this year.Here’s to you taking the next steps in becoming a change maker leader!I look forward to hearing from you.Cheers, Toni
• 5.
  Your change leadership style is transformational 

  Image Source

  Your results show that your overall change leadership capability is very strong. Most people aspire to this level of leadership, usually gained after many years of leadership experience. You’re setting the leadership example for your team and others around you. From a 360 perspective, would others rate you the same way?Use these tips to help you unlock your next level change leadership capabilityEstablish what ‘winning’ looks like and how you can lead that within your spheres of influence. For example, what’s the next innovation? If your organisation has moved beyond optimising products and processes, what is the next evolution of change? What role could you have in that?Build an open network. According to multiple, peer-reviewed studies, simply being in an open network (where you are building connections and relationships in an out of your organisation) instead of a closed one is the best predictor of career success. Expanding your thinking, knowledge and ideas is a great way to keep up to date.Own and drive change that matters. Broaden your leadership experience outside your functional expertise where you own, drive, and deliver, for example, enterprise change outcomes or change within your industry.Build thinking capability. Build your ability to solve problems at the next level within your organisation. What experiences would broaden your leadership toolkit?Strengthen your leadership voice. Is your voice always heard in forums where you can add value? How can you integrate your leadership identity, voice and style so that you lead intentionally and authentically?Leverage relationships through your organisation. How can you leverage your relationships in driving change outcomes in a way that builds the desired culture and positions your leadership brand?Seek out a mentor(s)/ sponsors who can challenge and champion your leadership growth and career development.Seek ongoing constructive feedback. Ideally, seek feedback from your team, peers and more senior leaders. What leadershifts would help you become even more effective?If you want some help to level up your leadership and unlock your potential then let’s chat. Email me at toni@tonicourtney.com to book in a complimentary 30 minute phone chat where we can work on one thing that is holding you back in your leadership journey. It all starts with a conversation and deciding to have this chat, might just be one of the best decisions you make this year.Here’s to you taking the next steps in becoming a change maker leader!I look forward to hearing from you.Cheers, Toni
• 6.
  Result 6