'Self Discovery' Quiz

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Asking for Feedback

Available values for Topic 1

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

I frequently ask others for feedback on how my actions impact them*

I rarely reach out to others to seek their view on how my actions impact them
Once in a while I seek out feedback from others on what I deliver and how I impact them.
I regularly seek out feedback, capture and reflect on insights, obtaining additional clarity when useful.
I always initiate meaningful dialogue about how I show up and always ask about my impact on others.

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I demonstrate effective use of open, neutral questions*

I tend not to ask questions that invite others to share their feedback with me.
I ask some questions to gain feedback - but not many - and I often feel frustrated with myself for this.
I am clear on the purpose of my questions before and when I ask them. They are open and well timed.
I actively listen to others and draw upon this to inform what questions I ask and how I ask them.

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Receiving Feedback

Available values for Topic 2

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

I find receiving feedback is a positive experience*

When someone offers me feedback I feel uncomfortable - I feel anxious and worried.
I respond to feedback sometimes well, sometimes not so well. I don’t have a plan in place to improve this.
I mostly receive feedback with ease and have a way of managing situations which are likely to be challenging for me.
I almost always find receiving feedback a positive experience. I am curious (rather than judgmental) about others’ perspectives.

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I respond to feedback with ease and grace*

I think I typically avoid situations where I may receive feedback.
Once in a while I respond to feedback well, yet I mostly find it an awkward experience.
On the whole I think I am approachable and open to both positive and negative feedback.
I respond well to feedback by actively listening and asking questions to help me understand others’ feedback.

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Taking Feedback on Board

Available values for Topic 3

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

I have a process for taking feedback on board*

I've never thought about having a process to keep track of people’s feedback and the changes I choose to make.
I haven’t been able to find a process to take on board feedback that works for me. I don’t think I’ve ‘cracked it’ yet.
I'm able to integrate the feedback I receive much more readily as a result of having created a workable process.
I can point to examples of when I have taken feedback on board, processed it, and changed how I do things as a result.

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I am personally clear on why acting on feedback is important*

I'm not really personally clear about why it’s important for me to act on feedback.
I'm somewhat clear about why it’s important for me to act on feedback, yet I feel there is more thinking for me to do on this.
I can point to examples of when I have talked about why feedback is important to me, yet I think my commitment to acting on it needs more work.
I am very clear on why actioning feedback is important to me and consistently take visible ownership of personal change.

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Providing Feedback

Available values for Topic 4

Simply count the total number of values someone can possibly achieve. Include all questions from this topic into one score.

I am able to share my perspective with others using a clear structure*

I don’t have a structure to help me prepare for a feedback conversation.
I have a loose structure yet know that I need a better one. It’s not really something that I’ve spent time on.
My structure includes the key elements required to share feedback, yet I am still only comfortable using it with those I have a good relationship with.
I have used my feedback structure in both low- and high-risk conversations. I can adapt it according to the situation.

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I am able to provide specific feedback that develops capability and future performance*

I know, deep down, that I dislike having to provide feedback to others and I'm not really clear on what skills are involved.
Once in a while I share my feedback with others, yet I lack confidence overall when it comes to this skill.
I mostly provide feedback that leads to increased performance yet sometimes I focus more on what’s not working than on what to do instead.
I almost always provide feedback that leads to increased performance - people say they feel motivated to change even when the topic has been challenging.

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Final Details*

One final step before we email you through your PDF report which includes:

Your score...
Your key areas of improvement
Quick suggestions to improve each key area

Your personalised report will be emailed to you along with relevant tips supporting your score. View our Privacy Policy

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Identify the lowest topic number

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Showing the {N} lowest Key Areas of Improvement

LOWEST(N) ~> LOWEST(2)
HIGHEST(N) ~> HIGHEST(2)
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Topic 1 Gap

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Topic 2 Gap

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Topic 3 Gap

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Topic 4 Gap

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Topic 1 Yes Most Important

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Topic 2 Yes Most Important

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Topic 3 Yes Most Important

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Topic 4 Yes Most Important

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General Feedback text for Overall score of 0-33%

General Feedback text for Overall score of 34-66%

General Feedback text for Overall score of 67-100%

Topic 1 Key Area of Improvement

Asking for FeedbackThis is about having the ability and being willing to seek feedback. Specifically, it’s being able to frequently ask others for feedback on how your actions impact other people and being able to regularly use open, neutral questions that invite others to share their perspective.Why? Because, by being able to do this, you will gain useful information to help you improve at work (for example, your productivity, your skill at presenting, your ability to lead). When utilised effectively feedback can be an invaluable resource to improve both what you deliver and how you deliver it – your behaviours. Furthermore, asking for feedback generates a learning culture whereby we all take ownership of our own self-development.This will enable us to create a high-performing and inclusive culture.Here are some tips that could help to get you started:<ul><li>Let people know that you will be asking for feedback more regularly as part of how you want to work with them – this will help normalise any awkwardness you may feel when initiating a conversation.  </li><li>Pause and take a few deep breaths to combat amygdala hijack and let any uncomfortableness pass.  </li><li>Identify some good question openers that you can use interchangeably in different situations to request feedback. Ones that you know you’ll find easy to use. Try and find at least three that can be your ‘go-to’ questions. (So you don’t just always say: “can I have some feedback please?”)</li></ul>

Topic 2 Key Area of Improvement

Receiving FeedbackThis is about how you personally experience receiving feedback – both from an internal physical, intellectual, and emotional aspect - and in terms of how other’s see you responding.For example, how do you generally feel when people give you feedback and what types of behaviours (verbal and non-verbal) do you typically display?Why? Because, by being aware of this, we will build our capacity to be more self-and others-aware which will in turn enable us to be better able to work through the feedback we receive (rather than become stuck) and be able to take on board any actions or changes we want to make as a result.This will enable us to have more open conversations where perspectives are shared and a new way forward is found.Here are some tips that could help to get you started:<ul><li>When someone does you the courtesy of giving you real feedback, if you feel yourself getting defensive, choose not to respond in the moment. Ask for some time to process and follow up later.  </li><li>Why is it so difficult for you to receive feedback? Spend some time reflecting on this. You may discover that there’s something that you’re resisting. This is typically because there’s a tension between wanting to learn and grow and be accepted for who we are.  </li><li>Ask for feedback often - start with safe situations, topics and people and then gradually move to more challenging areas.</li></ul>

Topic 3 Key Area of Improvement

Taking Feedback on BoardThis is about whether you are personally clear on why receiving feedback is important to you and to what extent you demonstrate visible commitment to change. It is also about whether you have a workable process that enables you to keep track and stay on top of what changes you are implementing.Why? Because without being clear yourself on why it’s important for you to receive feedback, and without having a process to hold you to account, then it’s very hard to stay committed to implementing any new behaviours. Willpower is not a strategy; personal clarity and commitment is.This will enable us to learn and integrate new habits and behaviours as a result of the feedback/perspectives we exchange with each other. We will continuously improve and learn.Here are some tips that could help to get you started:<ul><li>Pause and take a few deep breaths then ask follow-up questions to make sure you truly understand the other person’s perspective.  </li><li>Identify what you can do to act on the feedback and put it to use (if they haven’t shared this with you).  </li><li>Talk to colleagues to find out where they log the feedback they receive and how they keep track of which actions they taking as a result, and what progress they’re making.</li></ul>

Topic 4 Key Area of Improvement

Providing FeedbackThis is about being able to share your perspectives with others using a clear, personally integrated, structure. About being able to see it, think it and share it in the moment. Being able to provide specific feedback that develops other’s capability and our future performance as a business.Why? Because we believe that feedback in the moment has the biggest impact. Helping others to see for themselves what they have done well and what can be improved.Being comfortable in sharing your feedback and taking ownership of developing your relationships, boosting confidence and increasing self-awareness. This will enable us to create an environment where providing feedback is a muscle that each and every one of exercises on a regular basis our interactions with each other and with our customers.Here are some tips that could help to get you started:<ul><li>Practice sharing your perspectives with others in low-pressure situations. This may help you build up your confidence in voicing your opinions and will give you experience in observing how your views land on others.  </li><li>How motivated do you feel to give better feedback? Spend some time reflecting on this. You may discover that there is something getting in the way that needs to be surfaced before you can learn how to share feedback better with others.  </li><li>Ask for permission. Although it seems simple and could feel a bit awkward asking permission to give feedback, this is an important step to set the stage for an effective feedback conversation.</li></ul>

Call to Action

Topic 1 Detailed Text for 0-33%

Topic 1 Detailed Text for 34-66%

Topic 1 Detailed Text for 67-100%

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%

Topic 3 Detailed Text for 34-66%

Topic 3 Detailed Text for 67-100%

Topic 4 Detailed Text for 0-33%

Topic 4 Detailed Text for 34-66%

Topic 4 Detailed Text for 67-100%

Topic 1 %

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Topic 2 %

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Topic 3 %

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Topic 4 %

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Testimonials

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Overall Total Number

Add in ALL questions below. This will simply add up all questions and give a total number of points for all.

Overall Current Percentage

Creation 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 - Message

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Final score is Low

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Final score is Medium

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Final score is High

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Key Area(s) of Improvement Title