What score did you receive and why?
I gave myself a score of 23 out of 28 across the Team Excellence and Collaborative Team Leader questions. The strongest areas were goal clarity, standards of excellence, and principled leadership—all core to how I lead. I rated slightly lower on fostering a collaborative climate and managing performance feedback, where I know there’s still room to grow as I scale and coach newer team members.

What did you learn about yourself because of taking this survey?
This assessment reinforced that I lead with clear purpose, strong structure, and accountability—aligned with our EOS model and core values. However, I was reminded that as our agency grows, I need to invest more time in creating psychological safety and shared leadership so others feel empowered to own outcomes, not just execute on direction.

What modifications or enhancements will you make to be a better team leader in the workplace?
I will focus on deepening collaboration, not just alignment—ensuring service and sales teams feel equally heard and valued. I also plan to strengthen performance feedback loops using regular coaching check-ins and celebrating small wins to build morale. Most importantly, I’ll continue to model the values of thoughtful innovation and service with empathy as we drive transformation together.

1. What score did you receive and why?

I received a total score of 19 in my previous organization and 45 in my current one, see table. The dramatic increase reflects a healthier, more supportive culture in my current environment—one that allows me to show up as a collaborative team leader and contribute to team excellence. The earlier low score didn’t reflect my capability but rather a response to a toxic culture that stifled collaboration and trust.

2. What did you learn about yourself because of taking this survey?

This survey helped me realize how deeply organizational culture influences behavior and leadership expression. In the right environment, I thrive—I lead with clarity, listen actively, and uplift my team. But in a toxic setting, I retreat and minimize. Culture doesn’t just shape outcomes—it shapes how we lead, how we speak, and even how we see ourselves.

3. What modifications or enhancements will you make to be a better team leader in the future?

Going forward, I will prioritize creating psychological safety for my team, regardless of organizational context. I’ll intentionally foster a culture of trust, transparency, and empowerment—because leadership isn’t just about outcomes, it’s about how people feel under your guidance. I’ll also be more vocal in advocating for a healthy culture, recognizing that great teams are built, not born.

@keithryniakgmail-com 

Keith, I am so glad to see the high Team Excellence and Collaborative Team scores. It speaks volumes! 

The deepening collaboration & performance feedback loops using coaching are an excellent way to drive excellence. 

@keithryniakgmail-com Keith, these are excellent outcomes to this instrument. Even if we are excellent at what we do, there is always room for improvement. Also, it is possible to take our successes for granted and loose focus.

Jim

@jollychialichien-com Chia-Li, Since I was part of your previous team, I understand why the scores were so low. When we are not in charge of culture, we need to do the best we can. Congratulations that you are now in a position to take control of the culture and how people are treated. 

Jim