Built for High-Performing Executive Leaders

This free diagnostic is designed to help you quickly assess your team across the four pillars of high-impact leadership:

Trust. Proactivity. Productivity. Profitability.

You’ll get a clearer picture of where your team is strong—and where small shifts in leadership behavior can unlock immediate, measurable gains.

Why It Matters

Most leadership challenges don’t come from lack of skill.
They come from:

Decision bottlenecks at the top
Trust gaps that slow communication
Lack of initiative across teams
Misalignment around priorities

This diagnostic will help you spot those patterns, and give you simple, powerful strategies you can apply immediately—no matter your team size or industry.

What to Expect

Takes less than 10 minutes
Results in immediate clarity and direction
You’ll also get three targeted strategies to help shift behaviors that are slowing your team down
At the end, you’ll be invited (if appropriate) to book a private strategy session with GPS Leadership Solutions

Let’s Get Started

Answer each question as honestly as possible—this is about clarity, not perfection.

First Name *

Last Name *

Email *

SECTION 1: BEHAVIOR & LEADERSHIP PRACTICES (Best Practice or Dysfunction?)

1. How often do your direct reports make decisions without needing your approval? *

Almost never – they wait for me on nearly everything.

Occasionally – some take initiative, but most defer.

Frequently – they’re empowered and proactive.

Always – decision ownership is fully embedded.

2. How is feedback handled on your team? *

Avoided – we rarely give or request feedback.

Inconsistent – depends on the person or situation.

Regular – but not always acted on.

Direct, consistent, and growth-oriented.

3. When someone challenges an idea on your team, what happens? *

It’s seen as threatening or disrespectful.

It depends—some ideas are safe, others not.

Healthy debate happens occasionally.

It’s encouraged as part of the process.

4. Are team meetings generating real action? *

No – mostly updates or complaints.

Sometimes – depends on the meeting.

Usually – we walk away with next steps.

Always – meetings drive decisions and execution.

5. When a project stalls, what typically causes the delay? (Select all that apply) *

Waiting on leadership approval

Lack of role clarity

Unspoken tension or mistrust

Too many priorities at once

We move quickly—we don’t typically stall

6. Do people on your team bring solutions, not just problems? *

Rarely – I have to come up with solutions.

Sometimes – a few people do.

Most of the time.

Always – it’s part of our culture.

7. How often are trust issues or interpersonal tension acknowledged and resolved? *

Never – we avoid them.

Occasionally – but not consistently.

Frequently – we try to address them.

Immediately and directly – it’s non-negotiable.

8. How confident are your employees making decisions in uncertain situations? *

Not at all – they freeze or escalate.

Somewhat – depends on the stakes.

Generally confident.

Very confident and decisive.

9. Do your leaders and teams consistently focus on the highest-impact work? *

No – we’re stuck in reactive tasks.

Somewhat – priorities shift often.

Mostly – we know our key drivers.

Yes – we ruthlessly focus on what matters most.

10. What is your team’s default behavior when something goes wrong? (copy) *

Blame or silence

Excuses or delay

Honest reflection

Ownership and rapid course correction

11. How clear are your top 3 priorities for the next 90 days – for you and for your leadership team? *

Very clear and consistent

Mostly clear, but they shift more than I’d like

Somewhat unclear / depends on the day

Not clear at all

12. Looking back over your answers above, where does your team feel most constrained right now? *

Trust – people hold back, avoid conflict, or don’t feel fully safe raising issues

Proactivity – people wait for me, escalate, or hesitate to take ownership

Productivity – meetings, priorities, and execution aren’t as sharp or fast as they should be

I’m not sure – it feels like a mix

13. In one or two sentences, describe how that constraint shows up in your day-to-day as a leader. *

14. If this one area were meaningfully better 90 days from now, what would be different for you and your team? *

SECTION 2: PERSONAL CLARITY & SCOPE

15. Which of the following best describes your current personal state? *

I’ve been so focused on others that I’ve deprioritized myself.

I know what I want next but haven’t acted on it yet.

I have a clear vision and I’m executing it.

I’m actively seeking clarity—something’s missing but I’m not sure what.

16. Tell us more about your current role and scope of responsibility. (Select all that apply) *

I oversee a cross-functional department, division, or business unit.

I am responsible for—or have significant influence over—a P&L, departmental budget, or revenue-generating function.

My work directly or indirectly impacts company revenue, profitability, or cost control.

I manage a team of senior/executive leaders.

I manage a team of mid-level or emerging leaders.

I currently serve as an executive leader in a company generating $50M+ in annual revenue.

I operate as a senior individual contributor or subject matter advisor (not people management).

The performance of my team or division directly affects enterprise-wide results.

I am regularly involved in strategic decisions that influence organizational direction, investments, or innovation.

I lead or influence enterprise-wide initiatives (e.g., transformation, culture change, M&A, etc.).

I am preparing to step into a broader executive role in the next 6–12 months.

Other

If you selected "Other," please specify below

SECTION 3: OUTCOME, OBSTACLES & FIT

17. What specific outcome are you hoping to achieve—for your team, your organization, and/or yourself? *

Your personal and professional goals both matter—and we’ll take them seriously.

(Examples: “I want to align my executive team and eliminate trust gaps.”

“I want to stop carrying everything myself and build true leadership bench strength.”

“I want to regain time, clarity, and energy for what matters most.”

“I want my team to move faster—with less friction and more ownership.”)

18. What have you already tried to improve this issue—and what didn’t work? (Select all that apply) *

Hired an executive coach

Sent my team to training/conferences

Took a sabbatical or break

Read books or listened to podcasts

Had tough conversations but nothing changed

Avoided it and hoped it’d resolve

Other

If "Other" please specify below

19. Which format do you believe would best support your transformation at this stage? *

1-on-1 executive coaching

Group experience with other senior leaders

2–3 day immersive executive team retreat

Diagnostic tools or scorecards

Books, videos, or self-guided resources

Not sure—open to what works best

20. Anything else you’d like me to know about you, your team, or your goals? *

Once you submit, you’ll be invited to book a private alignment call so we can dig deeper into your goals and explore whether we’re a fit. We only take on a limited number of clients per year to ensure deep, tailored support.