Welcome to Young Gun Execs
For almost three decades, the founders of Young Gun Execs have assisted prevailing companies grow their own talent from within their organization through executive education and performance coaching.
Do you want to know how your organization's current approach to managing high performers compares to the profile of top companies who have mastered the competency?
The Young Gun Execs Managing High Performers Assessment is a ten minute online survey instrument that measures your organization's effectiveness in capturing value from your young talent. Upon completion of this free assessment, you can obtain your profile report and an insightful article written by noted executive coach, Steve Graves.
Young Gun Execs Managing High Performers Assessment
For each of the following statements, indicate how strongly you agree. Do not agonize over the "right" answer. Respond quickly and out of your intuition. Please note, our term "High Performers" represents the emerging leaders in your organization who have been identified as having high potential, but have not yet reached a senior executive position.
Q1. Our organization would continue to perform well, even if 25% of our high performers left in the next year
Q2. Our high performers weigh what is good for the whole organization in balance with what is good for them personally
Q3. Our high performers are leading some of the initiatives that will shape our firm five years from now
Q4. Our high performers are humbly aware of their limitations
Q5. The capabilities of the high performers in our organization are challenged daily
Q6. Our senior leaders are willing to share credit for successes with our high performers
Q7. Our high performers have high-quality, one-on-one meetings with their managers
Q8. Burnout is not a problem among our high performers
Q9. The senior leaders in our organization regularly delegate key tasks
Q10. Our high performers respect our senior management
Q11. Our senior leaders teach our high performers important leadership lessons
Q12. Our high performers regularly come up with innovative solutions
Q13. • Our high performers are clear on exactly what metrics they are responsible for
Q14. Our organization sees the warning signs when a high performing leader is about to fail in their role
Q15. Our high performers are assigned the right balance of busywork, management, and strategic thinking
Q16. Our organization will not tolerate unethical behavior, even from our highest performers
Q17. We teach our high performers about ethical decision-making
Q18. Our high performers do not feel micro-managed
Q19. Our senior leaders trust our high performers to complete their projects on time and with excellence
Q20. High performers in our organization are allowed to take risks
Q21. Our high performers are compliant with policies, procedures, and directives
Q22. High performers in our organization feel the freedom to ask questions when they are unclear
Q23. Our high performers get exposure to other areas of our organization outside of their own sphere of influence
Q24. Our high performers are in roles that are strongly matched to their abilities and strengths
Q25. We rarely, if ever, give high performers too much responsibility too quickly
Q26. We regularly involve our high performers in the strategy and budgeting processes in our organization
Q27. • Our high performers receive regular performance evaluations from their supervisors
Q28. Our high performers have been given a clear path to improve their performance
Q29. Our high performers are involved in solving our organizations biggest problems
Q30. Once our senior leader delegate, they do not meddle in the projects of others
Q31. Our high performers receive adequate recognition and celebration of their accomplishments
Q32. The high performers in our organization work at least as many hours as our senior leaders
Q33. Our senior leaders are willing to have difficult truth-telling conversations with high performers
Q34. Our organization has identified the leaders with the highest potential
Q35. When the senior leaders in our organization delegate, they provide adequate accountability
Q36. Our high performers are satisfied with the quality of delegation from our senior leaders
Thank you for completing your Young Gun Execs Executive Assessment.
In order to prepare and deliver your profile, we require your name and an email address. At Young Gun Execs, we hold a strict privacy policy for every participant in survey, and will not share your information with any third party.
|