Thank you for taking our survey
While this basic survey gives you a brief sense of the key ideas behind leading with nerve. A longer assessment: the Leadership Nerve Assessment addresses five key Leadership Activities, as well as your capacity to lead with nerve. This Assessment is a powerful learning tool and often acts as a useful starting point for increasing your capacity to face significant leadership challenges effectively.
If you have any questions regarding your “How Much Leadership Nerve Do You Have?” survey, or are interested in learning more about our Leadership Nerve Assessment, or our Strategic Coaching Service for leaders anywhere, feel free to call or email Roger Taylor & Associates for more information.
Response scale: LOW: Strongly Disagree/Disagree HIGH: Agree/Strongly Agree
1. I choose goals that are bold, compelling, and require people to challenge themselves to function in new ways.
Leadership requires an adventurous approach to goal setting.
- A high score here means that you are willing to act on your resolve.
- A low score here may indicate that you find it hard to challenge yourself or others to achieve demanding goals.
2. I make sure that I understand peoples’ honest reactions—both excitement and concerns—to my decisions about goals, priorities, and expectations.
Getting groups committed to a vision, strategy, or plan requires addressing people’s reactions and reservations.
- A high score here reveals that you see concerns and reservations as natural, and use them as leverage toward change.
- A low score here may show that you interpret concerns and reservations as resistance to change that you can’t do anything about.
3. I make sure that people explore and address the shared opportunities and obstacles they face in achieving the leadership vision?
Organizational success depends on teams being coordinated across functions and geography.
- A high score here indicates your willingness to insist that teams pay attention to each other, and don’t just live in their own worlds.
- A low score may mean that you hesitate to provide direction or oversight for teams that have to work together but can’t trump each other.
4. I make sure that leaders reporting to me keep their teams engaged and aligned with organizational goals.
Getting alignment throughout an entire organization requires leaders to track how commitment is cascading throughout their organization.
- A high score here shows that you are willing to stay engaged with how your managers are engaging their own organizations.
- A low score may indicate that you shy away from insisting that people think beyond their immediate area.
5. I regularly monitor the progress and performance of my team, inform them of my assessment, and enact rewards and consequences when necessary.
Individual performance will only flourish if people are challenged and encouraged directly, specifically, and regularly.
- A high score here means you have the nerve to use honest assessment as an important part of employee development.
- A low score may mean indicate that you function more as a friend than a leader.
6. I hold my resolve about goals and stay engaged when others disagree, get upset or think I’m being insensitive to their needs.
Teams and organizations need to know their leaders will stay committed to the adventure when others get worried or don’t commit.
- A high score here shows that you are willing to absorb others’ uncertainty and questioning as you pursue your organizational vision.
- A low score may reveal that you give up your position when challenged by others.
7. I invite and consider others’ interests and perspectives when they are different from mine without defending my own point of view.
Teams and organizations need to know their leaders will stay committed to the adventure when others get worried or don’t commit.
- A high score here shows that you are willing to absorb others’ uncertainty and questioning as you pursue your organizational vision.
- A low score may reveal that you give up your position when challenged by others.