For business owners and managers who want better team performance.

Quiz Questions

• 1.
  How much do you trust your team with the important decisions?

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  • A.
    I make the big decisions, and they take care of the detailed work. When my team proves themselves responsible, then and only then, will they earn my trust.
  • B.
    I empower my team by giving them opportunities to exercise their creativity and decision-making skills. I provide support and guidance as we go.
  • C.
    It makes me a bit nervous, but I DO let them take charge now and then. My team are important pieces of the puzzle but I have trouble letting go.
• 2.
  How do you make sure your team reaches their goals?

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  • A.
    I let them know that we're all in this together. Team work makes the dream work, am I right? Plus I like getting my hands dirty and showing them that I'm willing to pitch in.
  • B.
    I delegate the tasks to help my team to reach its goal. I know where their strengths are and I want them to know everyone has to carry their fair share of work.
  • C.
    I tell them over and over again. I make sure they know if they fall short, there will be repercussions.
  • D.
    I make myself available to give them the guidance they need to not just meet, but exceed their goals. I'm a one-stop support shop and cheerleader.
• 3.
  Your employees call you their...

  • A.
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    Boss
  • B.
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    Inspiration
  • C.
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    Friend
  • D.
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    Teacher
  • E.
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    Manager
• 4.
  Ever since their divorce, an employee has been underperforming, what do you do?

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  • A.
    I encourage their closest coworkers to check in with them. I don't have the skills and/or time to unpack my team's emotional issues, but I'm also not going to punish someone for how they're feeling...
  • B.
    I grab a seat at their desk, and, together, we come up with a plan to get them on track. I always want to support my team to bounce back from challenging circumstances.
  • C.
    I invite them into my office for a cuppa, and raise my concerns gently about their performance issues being out of character and ask them how they are going. I may also share my own relationship story (if relevant) so they know they are not alone and ask them if there is any other support they need.
  • D.
    What's happening outside of the office is none of my business. I tell them directly that they need to lift their game ASAP.
• 5.
  It's time for a new content marketing strategy, what do you do?

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  • A.
    I create it all by myself – I'm the boss and I know what works and what doesn't.
  • B.
    I ask my employees for their insights before finalising anything. They always have the best ideas.
  • C.
    I take the lead but assign a different task to everyone on my team – I know who likes to do what and that their work will come together well.
  • D.
    I suggest my team take the wheel and let them come up with the plan and who does what! I want to see what amazing, creative strategies they come up with and give someone experience leading a project.
• 6.
  How do you reward your highly-motivated employees?

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  • A.
    I allow them to step up into a more managerial position and they'll help me decide how to delegate tasks – after all, they probably know their coworkers better than I do.
  • B.
    I don't... My team doesn't need rewards to perform at the top of its game and I'm the one that tells them what to do and how to do it anyway.
  • C.
    I give them freedom and flexibility! They're allowed to take more initiative, make decisions and continue to grow in new and inspiring ways. For my team this is their preferred reward.
  • D.
    I recognise them publicly for their work with specific feedback so they know what they are doing well.
• 7.
  Woot woot! You've got a new team member, how do you train them up?

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  • A.
    I buddy them up with my 2nd in charge or another experienced team member. They can show them the ropes and keep me updated.
  • B.
    I start with a business overview and introductions, then let them dive right in and get a feel for their role! Doing = Learning. Then I set up catch up points with myself and others over the first few weeks to help them progress.
  • C.
    I set them up with one on one's with key people both within the team and from other departments. This is the best way to get to know your co-workers and what they do.
  • D.
    I sit with them for the first few hours to ensure they can keep up with my teams pace. They've got to know there are high-standards in place.
• 8.
  Your two top employees are arguing about the best way to progress and can't seem to resolve the issue. What do you do?

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  • A.
    I move them to desks on opposite sides of the office – maybe if they don't see one another for a bit, the conflict will resolve itself.
  • B.
    I set up a meeting for the three of us to discuss the issue and get everything out on the table.
  • C.
    I speak to them both separately to get a better sense of their conflict, then I guide them towards a resolution.
  • D.
    I tell them to get over it! Hellooo, we've got deadlines to meet...
• 9.
  It's crunch time! You're way behind schedule on a project – how do you catch up?

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  • A.
    I send everyone on my team a list of tasks to get done ASAP –Plus I get them to give me a status update every hour.
  • B.
    I ask my high-performing team members for their opinions. Sometimes it's best to admit when you don't have the answer.
  • C.
    I make sure my employees know exactly how much time we've got to work with. I trust them to get the job done.
  • D.
    I can't help but lose my cool. I just don't understand why it's SO hard for people to get their work done on time...

Quiz Outcomes

• 1.
  Your Style is... Directing

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  Your directing leadership style means you have high expectations for your team, and anyone who underperforms – even a teensy bit – simply isn't a fit. You're a stickler for the rules and discourage experimentation. You might believe procedures are in place for a reason and should rarely be questioned, even if they are out of date or not effective.It takes a lot of commitment to win over your trust. In part, this is due to you not giving your team enough opportunities to prove themselves or step up. You prefer to take the lead role in your business or team and make all the major decisions.While your directing style means your team know exactly what your expectations are, directive leaders often fall short in using an emotionally connected approach with empathy, emotional regulation, and the creation of strong bonding relationships with their team. "If your actions inspire others to dream more, learn more, do more and become more, you are a leader." – John Quincy Adams3 Quick Tips for Transforming Your Work Environment1) Listen to Your TeamLet your employees know their thoughts are valuable by setting aside time to hearing them out and try to avoid micromanaging your team. Directive leadership will be counterproductive in a work environment that relies on collaboration and teamwork, so you need to work hard to give your team a voice and engage especially quite team members. 2) Aim for Excellence not PerfectionUndue pressure of perfection and lack of emotional support may lead to turn over of high performing and valuable staff. This in turn can lead to stress on other team members and productivity and financial losses for the business. We all know that leader that is focused and experienced but who people can't stand to be around because of their poor emotional intelligence. Don't let this be you and ensure you practice deep relationship building and connecting with those you lead to balance the directiveness of your leadership style.3) Flex between different leadership stylesThe best leaders can flex between different leadership styles and if your natural default is to the directive style, then you need to work hard to include other styles such as Coaching, Supporting and Delegating. However Directive leadership can be useful in the following situations:when you have inexperienced workers who need a higher level of direction and support. when there are urgent or critical issues in the workplace that need to be resolved quickly.when there is non-negotiable issues such as Legislative or compliance matters and Work Health and Safety rules. We will send your result to your inbox shortly.About Your Leadership Assessment:This Assessment was developed by Sally Dillon, an experienced Leadership Coach and HR Consultant and owner of Revolution Consulting Group. With years of expertise in helping leaders and businesses build confidence, enhance leadership skills, and achieve impactful results, this Assessment provides actionable insights based on proven leadership techniques.Extra Resources to help you improve your leadership skills:Visit our Blog here for practical articles on becoming a better leader. Each post offers actionable tips you can use right away.Book a Free 15-Minute Triage Call here to discuss your biggest leadership challenge.Also, keep an eye on your inbox for more insights and leadership insights to level up your leadership skills!
• 2.
  Your Style is... Coaching

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  Your coaching leadership style means you bring some serious vision to the workplace. Your team looks up to you for your non-stop stream of innovative ideas – just because something worked once, doesn't mean there isn't a better way, am I right?You make your employees feel valued by offering them opportunities to share their thoughts and ideas. You have no qualms about asking their opinions on choices you've made or are in the process of making – your door is always open.So what's your hold up? While you're great at listening, you might find it difficult to fully pass over the reigns. You could become so committed to your vision that you don't see all the possibilities and end up missing something important."If your actions inspire others to dream more, learn more, do more and become more, you are a leader." – John Quincy Adams3 Quick Tips for Transforming Your Work Environment1) Introduce Ways to Align Business, Team and Personal GoalsCoaching Leadership is highly effective in environments where people lack the skills or knowledge to reach a shared vision or have become jaded and tired over time. This leadership can provide direction and motivation while developing a positive can do approach that encourages skill development and growth within the team. Empowerment should be your end game!2) Give FeedbackOne of the most important aspects of the Coaching leadership style is being able to provide effective and specific feedback. This means delivering feedback in a way that’s both clear and actionable – regardless of whether it’s positive or constructive. Giving feedback is a skill that takes practice, so don’t wait until your annual performance review to flex those feedback muscles. Instead, create a culture of continuous feedback and get in as much practice as you can. 3) Promote innovation and growthCoaching leaders don’t reprimand individuals for short-term failures or mistakes. They instead focus on the long-term success and growth of the the team and the business. This means that they look for win win solutions for the business and people and they adopt a growth mindset, which emphasises that skills and intelligence can be cultivated. This type of mindset will help individuals to think more creatively, not be afraid to make mistakes, and feel supported instead of judged.We will send your result to your inbox shortly.About Your Leadership Assessment:This Assessment was developed by Sally Dillon, an experienced Leadership Coach and HR Consultant and owner of Revolution Consulting Group. With years of expertise in helping leaders and businesses build confidence, enhance leadership skills, and achieve impactful results, this Assessment provides actionable insights based on proven leadership techniques.Extra Resources to help you improve your leadership skills:Visit our Blog here for practical articles on becoming a better leader. Each post offers actionable tips you can use right away.Book a Free 15-Minute Triage Call here to discuss your biggest leadership challenge.Also, keep an eye on your inbox for more insights and leadership insights to level up your leadership skills!
• 3.
  Your Style is... Supporting

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  Your supporting leadership style means you're all about collaboration. By working together, you know your team can accomplish big, bright things. You don't have to be the star of the show to shine. Supportive leadership is best suited for companies that adopt a flat organisational structure that encourages employees to be creative in managing projects.On top of that, you give your employees space to make important decisions. This makes them feel valuable to your business. And if someone performs highly, you're keen to reward their efforts with more freedom and responsibility.You trust your employees to get the job done, which lets you take a step back from your desk and relax once in awhile – but rest assured, you've earned it!"If your actions inspire others to dream more, learn more, do more and become more, you are a leader." – John Quincy Adams3 Quick Tips for Transforming Your Work Environment1) Encourage TeamworkStart by fostering good relationships between team members then creating a team of skilled individuals that can perform the task at hand. The next step that a Supportive leader should take is to make their expectations known. 2) Establish Clear GoalsSometimes the Supportive leader is so busy being supportive that they forget to establish clear goals or expectations. Don't assume that each team member knows what needs to be done, keep open channels of communication and provide encouraging feedback, and recognition as you go. 3) Get Your Hands DirtyOne of the easiest ways for a Supportive leader to build empathy and trust is to put themselves in their teams shoes. Understand the challenges of both new and routine activities and tasks by working alongside your team. We will send your result to your inbox shortly.About Your Leadership Assessment:This Assessment was developed by Sally Dillon, an experienced Leadership Coach and HR Consultant and owner of Revolution Consulting Group. With years of expertise in helping leaders and businesses build confidence, enhance leadership skills, and achieve impactful results, this Assessment provides actionable insights based on proven leadership techniques.Extra Resources to help you improve your leadership skills:Visit our Blog here for practical articles on becoming a better leader. Each post offers actionable tips you can use right away.Book a Free 15-Minute Triage Call here to discuss your biggest leadership challenge.Also, keep an eye on your inbox for more insights and leadership insights to level up your leadership skills!
• 4.
  Your Style is... Delegating 

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  Your delegating leadership style means you're happy to step back and let your employees lead the charge, within reason. You assign them tasks with faith they'll come back with something great.You're unlikely to offer more support and guidance than necessary. You have enough responsibilities of your own without micromanaging your team's every move. Knowing this, you're careful to hire people who deserve your trust and give them in-depth training.Remember to ensure your employees feel valuable by giving them the praise they deserve. On top of that, make a point of showing up at employee functions so everyone knows just how tuned in to your business you truly are."If your actions inspire others to dream more, learn more, do more and become more, you are a leader." – John Quincy Adams3 Quick Tips for Transforming Your Work Environment1) Ensure Your Team Is Ready For ResponsibilityA big part of delegation is being able to trust that everyone on your team can take on the responsibility and can make their own decisions. Some leaders believe in the micromanaging leadership approach: watching over every little detail that their team is doing and holding their hand every step of the way. This probably isn’t you. Maybe you’re more laid back or you have trust in the people you work with, both are great, but if your team are also that way you might run into some problems.2) Set Solid DeadlinesThis tip should almost go without saying but make sure your team knows exactly what is due when. Also ensure that you set up regular check points on projects to ensure your team stays on track or you can relay changing priorities. 3) If Something Is Going Wrong, Take ActionIf you see something that is going wrong or doesn't look write, take action immediately. Try switching to a coaching or supporting leadership style and get an update and provide guidance to get your team back on track. Don't wait until the end of the project or task to see if they have figured it out and then realise you have run out of time. We will send your result to your inbox shortly.About Your Leadership Assessment:This Assessment was developed by Sally Dillon, an experienced Leadership Coach and HR Consultant and owner of Revolution Consulting Group. With years of expertise in helping leaders and businesses build confidence, enhance leadership skills, and achieve impactful results, this Assessment provides actionable insights based on proven leadership techniques.Extra Resources to help you improve your leadership skills:Visit our Blog here for practical articles on becoming a better leader. Each post offers actionable tips you can use right away.Book a Free 15-Minute Triage Call here to discuss your biggest leadership challenge.Also, keep an eye on your inbox for more insights and leadership insights to level up your leadership skills!