Take the Quiz
Fuel what matters most!
Reveal how your feedback style fuels or drains performance — and identify the next small shift that could multiply your team’s energy, trust, and results.
Q1. When giving feedback, what’s your primary goal?
A. To correct errors quickly so work stays on track.
B. To clarify expectations so performance improves.
C. To help the person grow by connecting feedback to goals.
D. To strengthen trust and long-term performance.
Q2. After a feedback conversation, your team member usually feels...
A. Relieved it’s over.
B. Clear on next steps, but not motivated.
C. Encouraged and ready to improve.
D. Energized and self-driven.
Q3. In performance or coaching conversations, how often do you link feedback to the bigger vision or metrics?
A. Rarely — I focus on what’s not working now.
B. Sometimes — when it feels relevant.
C. Usually — it helps people see the why.
D. Always — every conversation starts with purpose and vision.
Q4. When a team member misses expectations, what’s your instinctive move?
A. Address it immediately before it snowballs.
B. Pause and gather facts first.
C. Ask questions to understand what’s behind it.
D. Reflect with them on how to realign for success.
Q5. How do you open a feedback conversation?
A. “We need to talk about your performance.”
B. “I want to discuss how we can improve this result.”
C. “Let’s look at what worked and what didn’t.”
D. “I’m in your corner. Can we explore how to help you get where you want to go?”
Q6. When you get feedback from your own peers or team, you...
A. Defend your perspective.
B. Listen politely but rarely act on it.
C. Reflect privately before deciding what to act on.
D. Thank them, explore insights, and act visibly.
Q7. After giving feedback, what happens next?
A. I assume they’ll act on it.
B. I check in occasionally.
C. I ask for updates and offer help.
D. We define the next action and timeline together — and I check back to support follow-through.
Q8. When you think about your role as a leader, what best describes your focus?
A. Meeting short-term goals.
B. Balancing results and relationships.
C. Building people who build results.
D. Creating clarity, energy, and culture that outlasts me.
Check Your Fuel Level. Where Do You Lead From?
Scoring:
Add up your points (A=1, B=2, C=3, D=4)
Total possible score: 8–32
Total Score:
08-16 🔴 Low Fuel Feedback
17-24 🟡 Mid-Tank Manager
25-32 🟢 High Octane Leader
Your Results and Next Steps
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You’re keeping the engine running, but it’s time for a tune-up.
You’re driving performance through discipline and speed — but sometimes clarity and care get lost in the rush.
Your feedback often focuses on correction, which can lead to compliance over commitment.
Your Shift:
Move from correction to connection. Start linking feedback to vision and purpose. Ask questions that open awareness instead of ending discussion.Next Steps:
Download your Feedback Culture Playbook
Schedule your 30-Min Clarity Call to rewire your next leadership conversation
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You’re moving fast — but not yet at full power.
You know how to motivate, but your feedback impact varies from person to person.
You’re balancing goals and relationships, yet some conversations stall before they inspire.
Your Shift:
Focus on linking every piece of feedback to what matters most — the vision. Then refine every conversation into one clear action with ownership and follow-up.Next Steps:
Apply the CLEAR Framework to your next one-on-one
Book your Strategy Call to identify your next 90-day performance lever
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Your leadership fuels clarity, trust, and momentum.
You coach instead of correct. Your feedback builds ownership, not obligation — and it shows in your team’s engagement and results.
Your next opportunity is to multiply this by teaching your team the same approach.Your Shift:
Refine your system: document your CLEAR approach, teach it to your managers, and scale your culture of curiosity and action.Next Steps:
Download the Feedback Culture Playbook
Join the Feedback That Fuels Leadership Masterclass. Ask me how!
Schedule a Clarity Strategy Session and scale this across your team or division