Stop treating symptoms. Start fixing leadership.Discover your leadership gaps fast, free, and in less than five minutes. Get My Leadership Profile Project S.C.A.L.E.® Trial Audit Name * First Name Last Name Email * This is where your results will be sent! You won't be spammed and I won't sell your information. When I reflect on my consistency between what I say and what I do… * I strive to be consistent, though it doesn’t always happen. There’s a strong alignment between my words and actions. I do my best, but I sometimes make promises I can’t keep. When I reflect on how my values show up in my leadership… * I rarely think about whether my actions align with my values. I believe my decisions and behaviors directly reflect them. I strive to align my actions with my values, though it's not always perfect. When prioritizing tasks under pressure, my method for deciding what gets done involves… * Assessing urgency and importance in the moment. Leaning on what feels most pressing or intuitive at the time. Following a priority matrix or ranking system aligned to goals. If I had to follow a leader like me… * I’d feel challenged, supported, and clear on where we’re headed. I’d hope for more structure or clarity than I typically provide. I’d respect the vision, even if the delivery can be hit or miss. I demonstrate ethical practices in my leadership by… * Assume others operate in good faith and address issues only when they escalate. Uphold clear standards, model ethical conduct, and hold others accountable consistently. Follow the organization's code of ethics while being flexible in its application in a contextual setting. When incorporating data into decisions, I usually... * Use data when available, but I also trust gut and experience. I rely more on dialogue and intuition than data. Pull reports, analyze trends, and use metrics to guide next steps. When it comes to what we absolutely will not tolerate within our culture… * We are generally lenient as long as work is getting done. We actively enforce clear consequences when cultural standards are violated. We take action only when violations become consistent or impact performance. My methods for reinforcing our team's shared values involve… * Assuming our team knows them well enough not to need constant reminders. Weaving them into meetings, celebrations, and ongoing communication. Referencing them in performance reviews or major decisions when necessary. Bringing the best out of my team involves... * Encouraging them to self-direct and offering guidance when asked. Identifying their strengths, coaching them intentionally, and creating stretch opportunities. Trusting they'll rise to expectations on their own. If I were to pick three words that describe how I believe others view me [in no particular order], they would be… * Skilled, accomplished, and driven. Dependable, clear, and consistent. Approachable, relatable, and admired. When it comes to my overall emotional regulation as a leader… * I internalize stress or emotion to avoid affecting others. I practice self-awareness, emotional regulation techniques, and seek feedback to understand emotional triggers. I try to remain calm and composed, though I may rely on instinct to respond in the moment. When it comes to delegation and letting go of control... * I empower others by clearly assigning tasks, setting expectations, and providing autonomy. I delegate when necessary, but prefer to stay involved to ensure quality. I usually handle things myself to make sure they're done right. The way personal accountability manifests in my leadership is through... * Delegating responsibility while distancing myself from operational misfires. Acknowledging my mistakes and taking corrective action without prompting. Offering apologies when necessary but avoiding overexposure of my missteps. When I consider the ripple effects of my leadership beyond the current team, I… * Actively consider long-term implications and embed legacy thinking into daily decisions. Focus on current objectives and let the future play out as it will. Occasionally think about long-term effects, especially when reminded. When making decisions that affect the team and/or organization, I tend to... * Rely on my instincts and past experiences to make a timely call when needed. Consult relevant data, gather diverse input, and evaluate impact before finalizing a decision. Wait until I get more direction or clarity from higher-ups before moving forward. Your Project S.C.A.L.E.® Trial Audit has been successfully submitted.Your results will appear in your inbox shortly, so make sure support@projectscalesolutions.com is in your safe sender’s list. Thank you! What if you had a clearly defined map of your leadership strengths, blind spots, and skill sets?The Project S.C.A.L.E.® Trial Audit gives you just that.No fluff or jargon. Just a fast and free roadmap. In five minutes or less, this audit will…Reveal how you naturally lead and what it means for your influence.Uncover blind spots that quietly undermine your leadership.Display how you measure up across five research-backed domains.Reveal your top skills and traits found in your leadership.Help create a personalized roadmap to sharpen your leadership effectiveness. Get My Leadership Profile Project S.C.A.L.E.® Trial Audit Name * First Name Last Name Email * This is where your results will be sent! You won't be spammed and I won't sell your information. When I reflect on my consistency between what I say and what I do… * I strive to be consistent, though it doesn’t always happen. There’s a strong alignment between my words and actions. I do my best, but I sometimes make promises I can’t keep. When I reflect on how my values show up in my leadership… * I rarely think about whether my actions align with my values. I believe my decisions and behaviors directly reflect them. I strive to align my actions with my values, though it's not always perfect. When prioritizing tasks under pressure, my method for deciding what gets done involves… * Assessing urgency and importance in the moment. Leaning on what feels most pressing or intuitive at the time. Following a priority matrix or ranking system aligned to goals. If I had to follow a leader like me… * I’d feel challenged, supported, and clear on where we’re headed. I’d hope for more structure or clarity than I typically provide. I’d respect the vision, even if the delivery can be hit or miss. I demonstrate ethical practices in my leadership by… * Assume others operate in good faith and address issues only when they escalate. Uphold clear standards, model ethical conduct, and hold others accountable consistently. Follow the organization's code of ethics while being flexible in its application in a contextual setting. When incorporating data into decisions, I usually... * Use data when available, but I also trust gut and experience. I rely more on dialogue and intuition than data. Pull reports, analyze trends, and use metrics to guide next steps. When it comes to what we absolutely will not tolerate within our culture… * We are generally lenient as long as work is getting done. We actively enforce clear consequences when cultural standards are violated. We take action only when violations become consistent or impact performance. My methods for reinforcing our team's shared values involve… * Assuming our team knows them well enough not to need constant reminders. Weaving them into meetings, celebrations, and ongoing communication. Referencing them in performance reviews or major decisions when necessary. Bringing the best out of my team involves... * Encouraging them to self-direct and offering guidance when asked. Identifying their strengths, coaching them intentionally, and creating stretch opportunities. Trusting they'll rise to expectations on their own. If I were to pick three words that describe how I believe others view me [in no particular order], they would be… * Skilled, accomplished, and driven. Dependable, clear, and consistent. Approachable, relatable, and admired. When it comes to my overall emotional regulation as a leader… * I internalize stress or emotion to avoid affecting others. I practice self-awareness, emotional regulation techniques, and seek feedback to understand emotional triggers. I try to remain calm and composed, though I may rely on instinct to respond in the moment. When it comes to delegation and letting go of control... * I empower others by clearly assigning tasks, setting expectations, and providing autonomy. I delegate when necessary, but prefer to stay involved to ensure quality. I usually handle things myself to make sure they're done right. The way personal accountability manifests in my leadership is through... * Delegating responsibility while distancing myself from operational misfires. Acknowledging my mistakes and taking corrective action without prompting. Offering apologies when necessary but avoiding overexposure of my missteps. When I consider the ripple effects of my leadership beyond the current team, I… * Actively consider long-term implications and embed legacy thinking into daily decisions. Focus on current objectives and let the future play out as it will. Occasionally think about long-term effects, especially when reminded. When making decisions that affect the team and/or organization, I tend to... * Rely on my instincts and past experiences to make a timely call when needed. Consult relevant data, gather diverse input, and evaluate impact before finalizing a decision. Wait until I get more direction or clarity from higher-ups before moving forward. Your Project S.C.A.L.E.® 180 Audit has been successfully submitted.Please allow 1-2 business days for your final report. Thank you! Project S.C.A.L.E.® is… Trusted by leaders across multiple industries, including finance, retail trade, and food services.Created by an ICF-Credentialed Executive Coach.Backed by academic research & real world results.Built to reveal your leadership strengths, gaps, and next steps faster than trial-and-error or guesswork. When you consider the fact that… 🔻 50% of people leave bosses, not jobs🔻 42% say turnover was preventable with better leadership 🔻 Poor management costs the U.S. economy $319B–$398B annually 🔻 Companies pick the wrong manager 82% of the time 🔻 Only 1 in 10 managers possess the skills to lead effectively You’ll find that this is an opportunity for you to make your leadership measurable, profitable, and sustainable. If the last six months of your leadership predicted your next three months of results…Are you confident in the direction you’re headed?If not, click the button below and start changing that direction today. Your results will be emailed as a PDF. Get My Leadership Profile Project S.C.A.L.E.® Trial Audit Name * First Name Last Name Email * This is where your results will be sent! You won't be spammed and I won't sell your information. When I reflect on my consistency between what I say and what I do… * I strive to be consistent, though it doesn’t always happen. There’s a strong alignment between my words and actions. I do my best, but I sometimes make promises I can’t keep. When I reflect on how my values show up in my leadership… * I rarely think about whether my actions align with my values. I believe my decisions and behaviors directly reflect them. I strive to align my actions with my values, though it's not always perfect. When prioritizing tasks under pressure, my method for deciding what gets done involves… * Assessing urgency and importance in the moment. Leaning on what feels most pressing or intuitive at the time. Following a priority matrix or ranking system aligned to goals. If I had to follow a leader like me… * I’d feel challenged, supported, and clear on where we’re headed. I’d hope for more structure or clarity than I typically provide. I’d respect the vision, even if the delivery can be hit or miss. I demonstrate ethical practices in my leadership by… * Assume others operate in good faith and address issues only when they escalate. Uphold clear standards, model ethical conduct, and hold others accountable consistently. Follow the organization's code of ethics while being flexible in its application in a contextual setting. When incorporating data into decisions, I usually... * Use data when available, but I also trust gut and experience. I rely more on dialogue and intuition than data. Pull reports, analyze trends, and use metrics to guide next steps. When it comes to what we absolutely will not tolerate within our culture… * We are generally lenient as long as work is getting done. We actively enforce clear consequences when cultural standards are violated. We take action only when violations become consistent or impact performance. My methods for reinforcing our team's shared values involve… * Assuming our team knows them well enough not to need constant reminders. Weaving them into meetings, celebrations, and ongoing communication. Referencing them in performance reviews or major decisions when necessary. Bringing the best out of my team involves... * Encouraging them to self-direct and offering guidance when asked. Identifying their strengths, coaching them intentionally, and creating stretch opportunities. Trusting they'll rise to expectations on their own. If I were to pick three words that describe how I believe others view me [in no particular order], they would be… * Skilled, accomplished, and driven. Dependable, clear, and consistent. Approachable, relatable, and admired. When it comes to my overall emotional regulation as a leader… * I internalize stress or emotion to avoid affecting others. I practice self-awareness, emotional regulation techniques, and seek feedback to understand emotional triggers. I try to remain calm and composed, though I may rely on instinct to respond in the moment. When it comes to delegation and letting go of control... * I empower others by clearly assigning tasks, setting expectations, and providing autonomy. I delegate when necessary, but prefer to stay involved to ensure quality. I usually handle things myself to make sure they're done right. The way personal accountability manifests in my leadership is through... * Delegating responsibility while distancing myself from operational misfires. Acknowledging my mistakes and taking corrective action without prompting. Offering apologies when necessary but avoiding overexposure of my missteps. When I consider the ripple effects of my leadership beyond the current team, I… * Actively consider long-term implications and embed legacy thinking into daily decisions. Focus on current objectives and let the future play out as it will. Occasionally think about long-term effects, especially when reminded. When making decisions that affect the team and/or organization, I tend to... * Rely on my instincts and past experiences to make a timely call when needed. Consult relevant data, gather diverse input, and evaluate impact before finalizing a decision. Wait until I get more direction or clarity from higher-ups before moving forward. Your Project S.C.A.L.E.® 180 Audit has been successfully submitted.Please allow 1-2 business days for your final report. Thank you!
