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* 1. Info

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* 2. Blind Spot #1:  Not being in recruiting mode.  
The best companies are always on the lookout for the best people.  
Are you in “recruiting mode” only when there is a staffing emergency or are you always recruiting for top performers?

1-Only in a staffing emergency 5-Always open to new people, but not actively looking 10-Always in recruiting mode for top performers
i We adjusted the number you entered based on the slider’s scale.

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* 3. BLIND SPOT #2: Not establishing a process for hiring.
Top companies know that following a “gut feeling” is not enough. A clear, quantifiable hiring process is necessary with everyone who hires following it.

1-No documented hiring process 5- Some document process 10-Detailed written hiring process that everyone understands
i We adjusted the number you entered based on the slider’s scale.

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* 4. BLIND SPOT #3: Not tying corporate goals to personal goals.
Top companies know this needs to happen at the individual employee level, which means managers must gain a deep understanding of the personal aspirations of those who report to them.

1-Have never had this discussion with an employee 5-Have some idea 10-I/managers know this and connect those personal aspirations to specific workplace behavioral goals
i We adjusted the number you entered based on the slider’s scale.

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* 5. BLIND SPOT #4: Not creating and sustaining a culture of accountability.
Creating a culture of accountability from the top down requires that leaders show vulnerability. A leader’s personal example is the biggest determinant of success in this area.

1-Never acknowledged a personal skill gap or oversight to a subordinate 5-Occasionally 10-Regularly establish specific accountabilities to subordinates
i We adjusted the number you entered based on the slider’s scale.

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* 6. BLIND SPOT #5: Creating learned helplessness.
Leaders may fall prey to dysfunctional communication patterns that undermine a sense of personal responsibility, thus affecting their team in the same way.

1-I often find myself taking on tasks because no one else is capable of “doing it right” or doing it on time 5-Occasionally I fall into dysfunctional patterns 10-This seldom or never occurs and I spend 90% of my time working ON the business, rather than IN it
i We adjusted the number you entered based on the slider’s scale.

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* 7. BLIND SPOT #6: Not having a common organizational language and approach.
Sometimes people and teams work at “cross purposes,” without a common process or a common vocabulary. If you asked all your team members to document the most important processes they follow, would the answers each individual employee gave for a given process match up?

1-Definitely not 5-Some of them 10-Certainly, yes
i We adjusted the number you entered based on the slider’s scale.

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* 8. BLIND SPOT #7: Not capturing best practices.
Top companies document what their top performers do and build their best practices into the onboarding and performance review processes.

1-I have never done this 5-I have done this in some areas 10-I do this consistently
i We adjusted the number you entered based on the slider’s scale.

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* 9. BLIND SPOT #8: Not creating a good onboarding experience.
At some companies, new employees are left to figure nearly everything out on their own, and leaders make excuses for that decision. They may tell themselves that they operate in a “self-starter” culture, or that they only hire seasoned veterans.

1-No formal onboarding process 5-A bit of an onboarding process 10-Have a process that applies to all new hires and use it to ensure that new employees know exactly when to be up-to-speed on each and every aspect of the new job
i We adjusted the number you entered based on the slider’s scale.

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* 10. BLIND SPOT #9: Not knowing how to coach.
Contrary to popular belief, coaching is not “telling others what to do.” Rather, it consists of supporting employees in a one-on-one setting, and asking them the questions that enable them to take responsibility for their own personal and professional development. Coaching is both an art and a science.

1-This definition of coaching is new to me 5-We coach, but often "tell" 10-Effective, regularly scheduled coaching sessions are an integral part of your employee development program
i We adjusted the number you entered based on the slider’s scale.

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* 11. BLIND SPOT #10: Not training the management team.
Most managers do not receive basic management training or reinforcement; all too often, they are promoted because they achieved a certain level of success in a non-management-related position, and they are expected to deliver the same level of success as a manager.

1-There has never been any formal management training and reinforcement program at my organization 5-Some training, but we could be better 10-Every person with management or leadership responsibility (including yourself) receives ongoing training and reinforcement
i We adjusted the number you entered based on the slider’s scale.

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* 12. BLIND SPOT #11: Not focusing on lead generation.
Lead generation is the lifeblood of a thriving business.

1-We have constant business development problems that express themselves in poor projections or missed revenue quotas 5-We have some lead generation issues 10-We rarely have crises like this
i We adjusted the number you entered based on the slider’s scale.

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* 13. BLIND SPOT #12: No methodologies and systems.
When everything is improvised, inconsistency carries the day, and unpredictable events (such as key people leaving or becoming ill for an extended period) lead to major, immediate problems.

1-My business would be in instant crisis if its top three people were, without warning, incapacitated for a week 5-We would struggle but be okay 10-Such an event would have little or no immediate effect on the smooth functioning of my organization
i We adjusted the number you entered based on the slider’s scale.

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* 14. BLIND SPOT #13: Not effectively planning for organizational change initiatives.
How did you last prepare the team (or any portion of it) for major changes that would affect them -- such as a change in compensation, a change in benefits, or a change in the way your company does business?

1-Simply announced my decision and thanked everyone in advance for their cooperation 5-There was some discussion 10-Talked to user groups before finalizing the change, planned and managed the change initiative using multiple communication channels, and set up a reinforcement plan that involved key internal allies
i We adjusted the number you entered based on the slider’s scale.

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* 15. BLIND SPOT #14: Not sharing the vision with those tasked with implementing it.
Only people who share and are aligned with the leader’s vision for the company can evangelize on behalf of it. This vision must be constantly reinforced over time.

1-I have not formulated a personal vision for yourself and a complementary mission for my organization 5-Only a few people know my vision 10-I can and do communicate that vision easily, regularly, and with passion to all members of the team
i We adjusted the number you entered based on the slider’s scale.

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