C level 1 LowMD 1 LowD 1 LowMan 1 LowSup 1 LowOther 1 LowC level 2 MediumMD 2 MediumD 2 MediumM 2 MediumSup 2 MediumOther 2 MediumC level 3 HighMD 3 HighD 3 HighMan 3 HighSup 3 HighOther 3 HighSourceHidden 2Hidden 3Email Header<p>Thank you for taking the time to complete the quiz. </p><p>Please find your individual report in the PDF attached. As well as a summary of your responses, along with the key areas in which you have identified the biggest gaps, you will find personalised feedback with some simple but powerful actions you can put into practice for immediate effect. However, whilst you get stuck in, make sure you play to your strengths as a leader by taking note of your highest scores and putting them to good use as well!</p>Email Footer<p>Many thanks,</p><p><strong>Peter Anderton</strong><br><a href="https://peteranderton.com/" target="_blank">peteranderton.com</a></p><p>PS. The Inspirometer is something I have developed to help busy senior leaders stop, reflect and make small but impactful changes that build stronger teams, deliver better results - and get their life back. It's available with my compliments - so share it with your friends, share it with your colleagues, and share it with your boss!</p>UNITEAvailable values for Topic 1Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. Members of my team primarily focus on their own agendas and only work together during scheduled sessions or when I encourage them to do so:*Strongly AgreeAgreeDisagreeStrongly DisagreeThis field is required.I have a diverse team in which different perspectives are encouraged, valued and listened to:*Strongly DisagreeDisgreeAgreeStrongly AgreeThis field is required.We have the real conversations when we are all together as a team, not in private conversations afterwards:*Strongly DisagreeDisagreeAgreeStrongly AgreeThis field is required.ENABLEAvailable values for Topic 2Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. Members of my team struggle to make effective decisions without my input and need significant development before any of them are ready to step up and take my place:Strongly AgreeAgreeDisagreeStrongly DisagreeI spend more time thinking about or trying to fix what’s wrong with my team than I spend thinking about or building on what's right with them:*Strongly AgreeAgreeDisagreeStrongly DisagreeThis field is required.When I manage to get time off, I struggle to switch off and have to check emails and messages to make sure everything is ok. It feels like too much depends on me, and things only work at their best when I’m there:*UsuallyOftenSometimesRarelyThis field is required.ALIGNAvailable values for Topic 3Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. I need my team to deliver better, faster results:*Strongly AgreeAgreeDisagreeStrongly DisagreeThis field is required.As a team we are in complete agreement on what is the single most important goal this year - and how we will deliver it:*Strongly DisagreeDisagreeAgreeStrongly AgreeThis field is required.Everyone in the team, wherever they may be located, knows exactly where they’re going, cares deeply about getting there, and holds themselves to the right standard - without constant intervention:*Strongly DisagreeDisagreeAgreeStrongly AgreeThis field is required.BUILDAvailable values for Topic 4Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. I have someone at work with whom I can formulate my thoughts, speaking openly without fear of prejudice or consequence:*Strongly DisagreeDisagreeAgreeStrongly AgreeThis field is required.I give SPECIFIC praise (not just a general ‘thank you’) to each member of my team for work they have done:*Less than once a monthAt least once a monthAt least twice a monthAt least weeklyThis field is required.To be completely honest, I find myself either avoiding or softening tough conversations to the extent the individual concerned is often unaware of the issue or fails to understand its importance:*Strongly AgreeAgreeDisagreeStrongly DisagreeThis field is required.TRANSFORMAvailable values for Topic 5Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. We have meetings where things are discussed, and plans are made, but unless I’m pushing everyone on an ongoing basis, it all quietly slips into the background. Without me, there’s never enough traction. Strongly AgreeAgreeDisagreeStrongly DisagreeDuring times of change I go to great lengths to facilitate open, meaningful, two way communication:*Strongly DisagreeDisagreeAgreeStrongly AgreeThis field is required.As an organisation, we have openly confronted our current challenges, created a genuinely shared vision and consistently communicate every success along the way:*Strongly DisagreeDisagreeAgreeStrongly AgreeThis field is required.SHINEAvailable values for Topic 6Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score. My role energises me. I continue to learn & grow:Strongly DisagreeDisagreeAgreeStrongly AgreeI’m working long hours without ever getting to the end of my list. I have more loose ends spinning round in my head than I care to admit. As a result, I struggle to be present even when I’m not at work and important relationships are suffering.*Strongly AgreeAgreeDisagreeStrongly DisagreeThis field is required.When I make a commitment, I take action. My team knows I will do what I say:*Strongly DisagreeDisagreeAgreeStrongly AgreeThis field is required.SegmentationHow many employees are in your organisation?More than 1500251 to 1,50051 to 25010 to 50Less than 10Which of the following is the closest fit for your role?*C level executiveManaging Director or DirectorManagerSupervisor or team leaderOtherThis field is required.Final Details*One final step before we email you through your PDF report which includes: Your score Key areas for improvement How you can improve each of these areas for immediate effect!Your personalised ‘Inspirometer’ profile will be emailed to you along with specific insights designed to help you move the dial! View our Privacy Policy * * Mobile * This field is required.Identify the lowest topic numberDo not edit me. Showing the {N} lowest Key Areas of Improvement LOWEST(N) ~> LOWEST(2) HIGHEST(N) ~> HIGHEST(2) AND Check to is Total number of Highest / Lowest keys wanted to show on Appearance tab OR: use MIN / MAX and check to is Identify the lowest topic number on Appearance tab Topic 1 GapDo not edit me. Topic 2 GapDo not edit me.Topic 3 GapDo not edit me. Topic 4 GapDo not edit me.Topic 5 GapDo not edit me.Topic 6 GapDo not edit me.Topic 1 Yes Most ImportantDo not edit me Topic 2 Yes Most ImportantDo not edit me.Topic 3 Yes Most ImportantDo not edit me Topic 4 Yes Most ImportantDo not edit me.Topic 5 Yes Most ImportantDo not edit me.Topic 6 Yes Most ImportantDo not edit me.General Feedback text for Overall score of 0-33%<p><strong>Frustrated</strong></p><p>Your responses indicate you are struggling or frustrated in a number of areas, and could really use some help.</p><p>Whilst it’s still possible to deliver great results with a score like this, it is, frankly, exhausting. However, with the right motivation and support this could be the turning point that enables you to deliver the results you need – whilst getting your life back!</p>General Feedback text for Overall score of 34-66%<p><strong>Steady</strong></p><p>Your responses indicate you are doing OK in most areas, yet it's clear you have more to give if you want to become a truly inspirational leader.</p><p>Of course, this is a self-identified score and therefore well worth checking with your team if they are comfortable sharing their view. </p><p>Remember - good athletes do not become great without support. Who do you have in your corner to help you become the best you can possibly be? With the right support and motivation you could grow to become the best leader they have ever had!</p>General Feedback text for Overall score of 67-100%<p><strong>Inspired</strong></p><p>Your responses indicate you are both an inspired and inspirational leader. Well done!</p><p>Of course, this is a self-identified score and therefore well worth checking with your team if they are comfortable sharing their view.</p><p>Remember - good athletes do not become great without support. Who do you have in your corner to help you become the best you can possibly be? With the right support and motivation you could become the leader your people would follow anywhere!</p>Topic 1 Key Area of Improvement<p class="topic-title"><strong>UNITE</strong></p><p>Henry Ford said “<i>If everyone is moving forward together then success takes care of itself</i>”. But if this crucial area is a struggle for you then trust me, you are not alone. You can create lasting unity within your team by developing three superpowers:</p><p>(1) Listening - which means not thinking about what you are going to say in response, but listening to understand what they are trying to tell you - especially if their perspectives are particularly different to your own! Try summarising back what you think they have said before you think about your response.</p><p>(2) Conflict. Believe it or not, it’s not the worst thing that can happen in a team. The worst thing that can happen in a team is conflict avoidance! The more you encourage people to say (professionally & courteously) what they really think in the meeting, and not in separate conversations afterwards, the stronger your team will become. If you want a strong team in the long term, honesty is the best policy</p><p>(3) Be interested in your colleagues. What makes them tick, what they like, what they hate, what’s important to them, how best to communicate with them, what life is like outside of work. That’s why Dale Carnegie said “You can make more friends in two months by becoming interested in other people than you can in two years by trying to get other people interested in you.” You don’t need to be their best buddy - far from it - but teams that care about each other stick together. Oh - and the ones who are most different to you are the ones you need the most, because they have all the bits you’re missing!</p>Topic 2 Key Area of Improvement<p class="topic-title"><strong>ENABLE</strong></p><p>The best leaders all know it’s not their job to deliver the result - their job is to deliver the <i>team</i> who delivers the result. There are times when any leader needs to roll up their sleeves and jump in the trenches. But, if that's happening consistently, nobody is helping your team become what it needs to be in order to get out of the trenches. And nothing changes. Here are three things to enable your team deliver at their very best:</p><p>(1) Draw. Get someone to observe you in meetings. How much of what you say is all about you and your ideas - and how much is drawing the best from the team? Your goal is to tip the balance towards the latter. Yes, you’re allowed to have an opinion, and you’re allowed to share it, but your team will never reach their full potential if it’s all about you and your ideas. After all, the most important person in the orchestra is the conductor - and they don’t make a sound!</p><p>(2) Play to their strengths. Get to know their strengths and weaknesses. Some of their weaknesses might need work, in which case help them manage them as best they can - but the magic really starts to happen when you help them make best use of their strengths. A true strength is what we are great at AND love doing - so when your team play to their strengths, their performance is stronger and they are more engaged. Everybody wins!</p><p>(3) Move. Always remember, that having given them the support they need to grow, sometimes the best thing you can do is to simply get out of their way! Try this killer question the next time someone comes to you for advice or permission “What would you do if I wasn’t here?” - and if their answer isn’t a disaster, then suggest they do exactly that.</p>Topic 3 Key Area of Improvement<p class="topic-title"><strong>ALIGN</strong></p><p>Imagine driving a car where everything is out of alignment. Steering. Gears. Transmission. Engine. Motor. But when things slip out of alignment, the interference slows us down, takes us off course and ultimately brings us to a standstill. It’s the same with teams. When your team is out of alignment EVERYTHING is hard work. Here are three things that will help you maintain alignment:</p><p>(1) Focus. With everyone’s energy aligned and working towards the same goal, your focused force is incredible. Work as a team to align on the single most important goal this year - and spend more time progressing and reviewing that than anything else. Because when everything is a priority - then nothing is a priority.</p><p>(2) Lead measures. Get clear, not simply on the endpoint (the output) of your single most important goal, but on the principal input(s) that will get you there. Driving them builds lasting momentum, allows you to quickly evaluate what is and isn’t working and continuously improve. One principle input is by far the best, but two, or at a stretch, three is workable. Absolutely no more.</p><p>(3) The power of ‘Why?’. Granted, there are some people out there making pointless widgets or processing transactions of no particular value to the world at large. But there IS meaning and impact to be found in almost every organisation. Make it your goal to find, and remind your team about it at regular intervals. Knowing what to do is essential, but knowing WHY is game changing. Alignment behind real, meaningful purpose at work will turn an average team into a brilliant one.</p>Topic 4 Key Area of Improvement<p class="topic-title"><strong>BUILD</strong></p><p>The bottom line is - in time, every leader gets the team they deserve. If you want a brilliant team - you have to build it. There's no quick fix. Here are three things to help you do just that:</p><p>(1) Appreciation. Saying ‘Thank you’ is basic manners - but specific appreciation is rocket fuel. Work out what you value most about those around you, or things they have done - and tell them. Too often we wait until people leave, or die, before we say good things about them, let alone to them! The key here is to be specific - that’s what makes it powerful. Practise at work - and at home. Repeat. Frequently.</p><p>(2) Tough conversations. Make a list of the ones you have been avoiding. Be honest. Now schedule a time to have them. Oh, and the one secret that makes them as smooth as possible? Stick to the facts. Don’t discuss opinions or feelings - talk about what was said and done. In other words, be specific - just like your appreciation. Once you have shared the facts, a particularly useful statement is “That’s how it appears through my eyes, tell me what you see through yours…”</p><p>(3) Be real. It’s human to have fears, challenges & weaknesses. Be open about who you really are and the concerns you have. Discuss your weaknesses with the team - after all, that’s a great opportunity to appreciate those with complementary strengths. Remember it's a good thing to say “I don’t know”. Don’t take this to extremes - it’s hard to follow a leader riddled in self doubt and bewilderment (even the best leaders benefit from having someone external to formulate their thoughts with, speaking openly without fear of prejudice or consequence) - but it’s impossible to connect with an invulnerable one.</p>Topic 5 Key Area of Improvement<p class="topic-title"><strong>TRANSFORM</strong></p><p>Change is inevitable. Managing it well will give you, your team and your organisation a consistent edge. Managing it poorly will make you wish you’d never started! There are so many things that help, and hinder effective change. Here are just three:</p><p>(1) Role model. The single most important factor in any change you want to create is - YOU. If your past behaviour has built trust and credibility with the team and broader organisation, they are infinitely more likely to follow wherever you need them to go. If that’s not where you are right now, then own up to it and start working on it today. Agree crystal clear expectations for the behaviours you need - then model them to the best of your ability. People won’t do what you say - they'll do what you do.</p><p>(2) Communicate - again and again - and again! Remember, meaningful communication must be two-way, so task managers to listen carefully to what's going on and set up workshops to gather feedback. You'll get valuable ideas and input to shape and improve the change - whilst helping them work through the emotions of change. If they fail to work through their emotions, they get stuck. And if they get stuck, the change gets stuck - because Gantt charts don’t drive change, people do!</p><p>(3) Reality. Too many change initiatives set off to a glorious future vision without an essential step. Where are you now? Imagine a Sat Nav you could programme with your destination - but couldn’t work out where you are now? Useless! Work out where you are before you set off. Take the time to work through the different perspectives and get everyone on the same page. Completing this step is essential - never underestimate it.</p>Topic 6 Key Area of Improvement<p class="topic-title"><strong>SHINE</strong></p><p>Here’s an important principle that may surprise you. It’s not your job to inspire others. Inspiration comes from within. Truly inspirational leaders recognise they have two roles. One is to create an environment in which others can become inspired - and the other is to BE inspired. Get the latter role right then guess what? It spreads! Oh - and if you get the latter wrong then guess what? It spreads! Three things to think about:</p><p>(1) Play to your strengths. Yes, one or two of your weaknesses might need work, in which case find a way to manage them as best you can - but if you want to really shine, then focus on making best use of your strengths. A true strength is what you are great at AND love doing - so the more you play to your strengths, the stronger your performance - and the more you find yourself thinking “ You mean I get to do this - and you’re going to pay me for it!?!” Your strengths offer a deep well of energy, wellbeing and resilience - so use them.</p><p>(2) Clarity. When you’re too busy fighting fires and clearing email to get your thinking clear, it’s easy to feel overwhelmed. Find a way to clarify your thinking and make it a priority. Whether it’s building thinking space into your diary, going for a walk or engaging a coach to help you - make clarity a priority.</p><p>(3) Just say no! Time is finite - so whilst it may be a little cheesy to point out every time you say ‘yes’ to something you are saying ‘no’ to something else, it’s still 100% true! It’s too easy to end up focused on everyone else’s priorities and never our own - so if that’s you, start saying ‘no’ a LOT more often. When I first started in the world of work a senior manager once said to me, “Peter - always remember, the secret of success is learning what to let drop off the end of your desk”. Wise words.</p>Call to Action 1 - Virtual Coffee C Level<p>You’ve completed the inspirometer, and once you’ve read the report you'll see this is just a first step in becoming the leader you need to be - to get the team you want to lead! If you found the questions insightful and are ready to become the leader your people will follow anywhere then then <a href="https://peteranderton.com/original-leadership/" />Original Leadership</a> is for you and your team. We cover all 6 areas from the report in detail - but more than that, we get to grips with the mindset of leadership. Because leadership isn't a set of tools and techniques - it's a way of being. Get that right and everything else falls into place!<br><br>So, let's start by catching up for a <a href="https://peteranderton.com/virtualcoffee/" target="_blank">virtual coffee</a>.</p><p>During the call we’ll help you implement this stuff and actually make it happen on the ground, so your team will notice the difference and the dial will start to move.</p><p>If you want to become not just knowledgeable about what it takes to be an inspirational leader, but a practitioner (because it’s one thing to know something, and it’s something completely different to do it, isn’t it?) this is just perfect for you. All you need to do is click on the <a href="https://peteranderton.com/virtualcoffee/" target="_blank">link here</a> and book one in.</p><p>And what’s great is that if you get on and book it now, there’s no cost. You just need to be a proper leader in a real organisation. The only catch is I offer a maximum of 10 a month, so availability is limited.</p><p>Why do I do them? Because they energise me, people are always surprised by the impact we can have in such a short time - and because there are just too many leaders struggling to become the leader they want to be. I change that. It's what I do.</p><p>So, just to recap. I’m offering to sit down with you online, 1 on 1 for 45 minutes to look at how you can become a better leader. We’ll talk about your situation and your team, wherever you need most help, whatever it might be - we’ll tackle it on the call. You’ll leave with something practical you can implement for immediate effect. The only catch is I offer a maximum of 10 a month, so availability is limited.</p><p>Remember, it’s not what you know, it’s what you DO that makes the difference. And never is that more true than when it comes to leadership. A <a href="https://peteranderton.com/virtualcoffee/" target="_blank">virtual coffee</a> will help you move into the execution phase. All you need to do is click on the <a href="https://peteranderton.com/virtualcoffee/" target="_blank">link here</a> and book one in.</p>Call to Action 1 - Virtual Coffee MD<p>You’ve completed the inspirometer, and once you’ve read the report you'll see this is just a first step in becoming the leader you need to be - to get the team you want to lead! If you found the questions insightful and are ready to become the leader your people will follow anywhere then then <a href="https://peteranderton.com/original-leadership/" />Original Leadership</a> is for you and your team. We cover all 6 areas from the report in detail - but more than that, we get to grips with the mindset of leadership. Because leadership isn't a set of tools and techniques - it's a way of being. Get that right and everything else falls into place!<br><br>So, let's start by catching up for a <a href="https://peteranderton.com/virtualcoffee/" target="_blank">virtual coffee</a>.</p><p>During the call we’ll help you implement this stuff and actually make it happen on the ground, so your team will notice the difference and the dial will start to move.</p><p>If you want to become not just knowledgeable about what it takes to be an inspirational leader, but a practitioner (because it’s one thing to know something, and it’s something completely different to do it, isn’t it?) this is just perfect for you. All you need to do is click on the <a href="https://peteranderton.com/virtualcoffee/" target="_blank">link here</a> and book one in.</p><p>And what’s great is that if you get on and book it now, there’s no cost. You just need to be a proper leader in a real organisation. The one catch is I only do 10 a month, so availability is limited.</p><p>Why do I do them? Because they energise me, people are always surprised by the impact we can have in such a short time - and because there are just too many leaders struggling to become the leader they want to be. I change that. It's what I do.</p><p>So, just to recap. I’m offering to sit down with you online, 1 on 1 for 45 minutes to look at how you can become a better leader. We’ll talk about your situation and your team, wherever you need most help, whatever it might be - we’ll tackle it on the call. You’ll leave with something practical you can implement for immediate effect. The one catch is I only do 10 a month.</p><p>Remember, it’s not what you know, it’s what you DO that makes the difference. And never is that more true than when it comes to leadership. A <a href="https://peteranderton.com/virtualcoffee/" target="_blank">virtual coffee</a> will help you move into the execution phase. All you need to do is click on the <a href="https://peteranderton.com/virtualcoffee/" target="_blank">link here</a> and book one in.</p>Call to Action 2<p>You’ve completed the inspirometer, and once you’ve read the report you'll see this is just a first step in becoming the leader you need to be - to get the team you want to lead! If you found the questions insightful and are ready to become the leader your people will follow anywhere then then <a href="https://peteranderton.com/original-leadership/" />Original Leadership</a> is for you. We cover all 6 areas from the report in detail - but more than that, we get to grips with the mindset of leadership. Because leadership isn't a set of tools and techniques - it's a way of being. Get that right and everything else falls into place!</p><p>When it comes to the mindset of leadership, my TEDx talk has been watched well over 1.5 million times - and is now being used in MBA programmes around the world. Why? Because what I do inspires real people to make real changes - and deliver real results. Here it is:<a href="https://www.youtube.com/watch?v=oDsMlmfLjd4" target="_blank">Great Leadership Comes Down to Only Two Rules</a></p><p><a target="_blank">In the meantime, please </a>connect with me on LinkedIn at <a href="http://linkedin.com/in/peter-anderton" target="_blank">linkedin.com/in/peter-anderton</a><a target="_blank"> and watch out for the insights I share via email every fortnight. Short, sweet - and full of simple, practical, powerful content you can put into practice for immediate effect. </a></p>Call to Action C level - Low Employee<p>You’ve completed the inspirometer, and once you’ve read the report you'll see this is just a first step in becoming the leader you need to be - to get the team you want to lead! If you found the questions insightful and are ready to become the leader your people will follow anywhere then then <a href="https://peteranderton.com/original-leadership/" />Original Leadership</a> is for you. We cover all 6 areas from the report in detail - but more than that, we get to grips with the mindset of leadership. Because leadership isn't a set of tools and techniques - it's a way of being. Get that right and everything else falls into place!</p><p>When it comes to the mindset of leadership, my TEDx talk has been watched well over 1.5 million times - and is now being used in MBA programmes around the world. Why? Because what I do inspires real people to make real changes - and deliver real results. Here it is:<a href="https://www.youtube.com/watch?v=oDsMlmfLjd4" target="_blank">Great Leadership Comes Down to Only Two Rules</a></p><p><a target="_blank">In the meantime, please </a>connect with me on LinkedIn at <a href="http://linkedin.com/in/peter-anderton" target="_blank">linkedin.com/in/peter-anderton</a><a target="_blank"> and watch out for the insights I share via email every fortnight. Short, sweet - and full of simple, practical, powerful content you can put into practice for immediate effect. </a></p>Call to Action MD - Low Employee<p>You’ve completed the inspirometer, and once you’ve read the report you'll see this is just a first step in becoming the leader you need to be - to get the team you want to lead! If you found the questions insightful and are ready to become the leader your people will follow anywhere then then <a href="https://peteranderton.com/original-leadership/" />Original Leadership</a> is for you. We cover all 6 areas from the report in detail - but more than that, we get to grips with the mindset of leadership. Because leadership isn't a set of tools and techniques - it's a way of being. Get that right and everything else falls into place!</p><p>When it comes to the mindset of leadership, my TEDx talk has been watched well over 1.5 million times - and is now being used in MBA programmes around the world. Why? Because what I do inspires real people to make real changes - and deliver real results. Here it is:<a href="https://www.youtube.com/watch?v=oDsMlmfLjd4" target="_blank">Great Leadership Comes Down to Only Two Rules</a></p><p><a target="_blank">In the meantime, please </a>connect with me on LinkedIn at <a href="http://linkedin.com/in/peter-anderton" target="_blank">linkedin.com/in/peter-anderton</a><a target="_blank"> and watch out for the insights I share via email every fortnight. Short, sweet - and full of simple, practical, powerful content you can put into practice for immediate effect. </a></p>Call to Action 3<p>You’ve completed the inspirometer, and once you’ve read the report you'll see this is just a first step in becoming the leader you need to be - to get the team you want to lead! If you found the questions insightful and are ready to become the leader your people will follow anywhere then then <a href="https://peteranderton.com/original-leadership/" />Original Leadership</a> is for you. We cover all 6 areas from the report in detail - but more than that, we get to grips with the mindset of leadership. Because leadership isn't a set of tools and techniques - it's a way of being. Get that right and everything else falls into place!</p><p>When it comes to the mindset of leadership, my TEDx talk has been watched well over 1.5 million times - and is now being used in MBA programmes around the world. Why? Because what I do inspires real people to make real changes - and deliver real results. Here it is:<a href="https://www.youtube.com/watch?v=oDsMlmfLjd4" target="_blank">Great Leadership Comes Down to Only Two Rules</a></p><p><a target="_blank">In the meantime, please </a>connect with me on LinkedIn at <a href="http://linkedin.com/in/peter-anderton" target="_blank">linkedin.com/in/peter-anderton</a><a target="_blank"> and watch out for the insights I post twice each week. Short, sweet - and full of simple, practical, powerful content you can put into practice for immediate effect. </a></p>Topic 1 Detailed Text for 0-33%<p>d</p>Topic 1 Detailed Text for 34-66%<p>d</p>Topic 1 Detailed Text for 67-100%<p>d</p>Topic 2 Detailed Text for 0-33%Topic 2 Detailed Text for 34-66%Topic 2 Detailed Text for 67-100%Topic 3 Detailed Text for 0-33%<p>d</p>Topic 3 Detailed Text for 34-66%<p>d</p>Topic 3 Detailed Text for 67-100%<p>d</p>Topic 4 Detailed Text for 0-33%Topic 4 Detailed Text for 34-66%Topic 4 Detailed Text for 67-100%Topic 5 Detailed Text for 0-33%Topic 5 Detailed Text for 34-66%Topic 5 Detailed Text for 67-100%Topic 6 Detailed Text for 0-33%Topic 6 Detailed Text for 34-66%Topic 6 Detailed Text for 67-100%Topic 1 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic. Topic 2 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.Topic 3 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic. Topic 4 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.Topic 5 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.Topic 6 %Please only change (edit, add remove) the + part, with the XXX referring to each of the field IDs in the questions in this topic.TestimonialsTestimonial 1<p><strong>The best I’ve ever worked with...</strong></p><p>“Peter has tremendous credibility throughout 3M and to me ranks as one of the best I have ever worked with in terms of coaching, facilitation and leading organisation change. He is very engaging, fearless of seniority in ensuring the tough issues are tackled and has very strong process capability.”</p><p><strong>Zoe Dickson, Vice President, Organisation Effectiveness & Talent, 3M</strong></p><p>When it comes to the mindset of leadership, Peter's TEDx talk has been watched well over 1.5 million times - and is now being used in MBA programmes around the world. Why? Because what he does inspires real people to make real changes - and deliver real results. Here it is: <a href="https://www.youtube.com/watch?v=oDsMlmfLjd4" target="_blank">Great Leadership Comes Down to Only Two Rules</a></p>Testimonial 2<p><strong>Totally transformational...</strong></p><p>“Peter is an absolute genius - and working with him over the last 6 months has been totally transformational. We set clear, seemingly impossible, goals and I have delivered on all of them. Peter helped me lead my team to success through incredibly challenging circumstances. Working with him is a unique experience. Yes, he is a brilliant coach, yes, he cares about you as a person, not simply as a client, yes, he says what needs to be said, even if it isn’t what you want to hear...but his approach is unique – once we agreed our goals, as long as I completed my actions I could have as much support as I needed, there were no limits. More than that, Peter was so confident that he o ered to work with me until we had achieved what we had set out to achieve at no extra fee. That’s the ultimate difference. When working with Peter you’re not paying for coaching – you’re paying for results. I can’t recommend him highly enough”</p><p><strong>Vicky Clayton, Senior Manager, Global Cyber Security Controls, HSBC</strong></p>Overall Total NumberAdd in ALL questions below. This will simply add up all questions and give a total number of points for all. Overall Current PercentageCreation note: Change "40" to the number of total points available in this quiz. E.g. Total of 6 questions is 4x6 = "24". Total of 8 questions is 4x8 = "32". etc All topics have 100% scored - MessageDont change Label Final score is LowDo not edit me. Final score is MediumDo not edit me. Final score is HighDo not edit me. Key Area(s) of Improvement Title