For years, now, organizations have been expending considerable effort to increase the motivation and mobilization of their people and teams. However, in order to obtain “super contributions” from their employees, they have to dare to go farther.

These days, it’s not enough for employees to support the organization’s vision, mission and values. To transition from mobilization to commitment, they also have to apply their talents, interests, passions and own values to them. In other words, they have to add their personal touch.

With that in mind, it’s up to their managers to create the conditions that will enable employees to succeed in making this decidedly ambitious transition, by becoming commitment leaders.

Are you a commitment leader? To find out, take the test.

Analysis of the Results

Add up the scores for each of the questions and write the total here: ___ /60 points.

Less than 20 points: Your commitment leadership skills are not very strong at present. You would do well to focus on some of the key gestures covered in the questionnaire and adopt a strategy that will enable you to develop your ability to become a commitment leader.

20 to 40 points: Your efforts to become a commitment leader appear to be bearing fruit. Pay particular attention to the aspects that you scored the lowest and focus on improving those that are practical for you and seem to represent the best drivers for increasing your ability to elicit commitment from your team members.

Over 40 points: You already demonstrate many of the key competencies of a commitment leader. Still, take the time to make sure that you are fully utilizing all possible drivers to obtain super contributions from your employees.

If you would like to learn more about this theme, please contact our Customer Service; we will put you in touch with a CFC consultant who has the required expertise for your situation.