Dharmendra Pandey received feedback from himself, his boss, direct reports, and others on his leadership abilities. The feedback was collected using a standardized assessment and analyzed to provide scores on four leadership imperatives: inspire trust, clarify purpose, align systems, and unleash talent. Overall, Dharmendra's scores were high and similar to average scores. Commenters provided positive feedback, praising Dharmendra for being trustworthy, empowering, and delivering results. When asked how he could improve, some suggested increasing his business acumen and managing emotions. Examples were given of Dharmendra exhibiting strong leadership, such as improving organizational metrics and empowering his team.

1. LEADERSHIP
QUOTIENTTM
LQ1 Report for: Dharmendra Pandey
July 13,2016

2. LQ1 Report for Dharmendra Pandey July 13,2016
Introduction to the LQ1 Report
This report contains data on how others see you as a leader and is an essential part of the Leadership:
Great Leaders, Great Teams, Great Results workshop. Please make sure to PRINT THIS OUT AND
BRING IT WITH YOU TO THE WORKSHOP.
As you review this report, remember the following two items:
1. Do NOT take action now. During the workshop, you will review this data in depth and develop a
complete action plan. Go ahead and do a high-level review now, looking for areas that stand out,
then put the report aside until the workshop.
2. Take a balanced view. Straight feedback is a priceless gift. Don't spend time guessing who gave
you low scores or express hostility toward people who responded. Thank them for taking the time
to give you feedback, then use the data in a balanced, effective way to improve your leadership
abilities.
3. Make an action plan. Use this data as part of your continued effort to become a better leader.
Remember to use the resources and tools available to you on the website at
underline{www.leadershipcontract.com}.
How Your Score Is Calculated
Your LQ Score is an average of scores for each of the 4 Imperatives of Great Leaders. Each Imperative
Score is derived from answers to two questions.
The first question for each imperative asks respondents to indicate their level of agreement with a
number of statements about your leadership.
The second question for each imperative asks respondents to choose which of two statements is
more likely to represent you as a leader.
Both of these questions are rated on a six-point scale. Each number on the scale is given a point value
as follows:
Number 1 2 3 4 5 6
Points 0 20 40 60 80 100
Your IMPERATIVE SCORE is an average of ALL respondent scores for both the first and second
questions. "Self" scores are not included in the calculation, but are included for comparison. Items
marked "I Don't Know or N/A" are also not included in the calculation.
Question 9 is your leadership Net Promoter Score (NPS). This score is NOT part of your LQ Score. It
is a separate measure that indicates people's willingness to recommend you as a leader. It is calculated
from a 10-point scale by subtracting the percentage of people who marked 0 to 6 from the percentage of
people who marked 9 or 10. It is not uncommon to have a negative score on this question.
The "Average" and "Top 10%" scores are provided for comparison and represent a statistically
representative sample of managers from the United States and Canada. This comparative data was
gathered in conjunction with Harris Interactive.
© FranklinCovey India and SouthAsia 2

3. LQ1 Report for Dharmendra Pandey July 13,2016
LQ1 Summary
LQ1 Score LQ2 Score*
90 -
MY LQ SCORE
LQ1
LQ2
Average
Top10%
90
91
91 90
The 4 Imperatives of Great Leaders
Who Participated?
Self Boss
Direct
Report
Other Total
1 - 1 - 6 - 3 - 11 -
*Your LQ2 score will appear when you take the second LQ, approximately six months after the workshop.
© FranklinCovey India and SouthAsia 3

4. LQ1 Report for Dharmendra Pandey July 13,2016
INSPIRE TRUST LQ1 Score LQ2 Score
YOUR SCORE
LQ1
LQ2
Average
Top10%
Question 1
When it comes to building credibility and trust,
Dharmendra...
Self Boss
Direct
Report
Other
Average
Score
A. Tells the truth. 100 - 100 - 100 - 80 - 94 -
B. Shows respect for others. 60 - 80 - 96 - 80 - 90 -
C. Is straightforward--does not have a hidden agenda. 80 - 100 - 100 - 86 - 96 -
D. Fixes mistakes and doesn't cover things up. 100 - 100 - 96 - 80 - 92 -
E. Shows loyalty--does not badmouth others behind their backs. 80 - 100 - 96 - 66 - 88 -
F. Delivers results--has a clear track record of performance. 100 - 100 - 96 - 86 - 94 -
G. Constantly works to improve his or her abilities. 80 - 100 - 96 - 86 - 94 -
H. Confronts reality--does not hide from unpleasant situations. 100 - 100 - 96 - 86 - 94 -
I. Openly discusses and clarifies expectations. 80 - 100 - 96 - 73 - 90 -
J. Holds others accountable for results. 60 - 100 - 83 - 73 - 82 -
K. Genuinely listens to others. 80 - 100 - 96 - 70 - 91 -
L. Keeps commitments. 80 - 100 - 93 - 80 - 90 -
M. Extends trust to others. 100 - 100 - 96 - 80 - 92 -
Question 2
As a leader, Dharmendra is more likely to:
Rely on the power of position or title to Rely on the strength of his or her
get things done. relationships and personal credibility
to get things done. Self Boss
Direct
Report
Other
Average
Score
80 - 80 - 96 - 80 - 90 -
"INSPIRE TRUST" SCORES 84 - 97 - 95 - 79 - 91 -
© FranklinCovey India and SouthAsia 4

5. LQ1 Report for Dharmendra Pandey July 13,2016
CLARIFY PURPOSE LQ1 Score LQ2 Score
YOUR SCORE
LQ1
LQ2
Average
Top10%
Question 3
When it comes to purpose and vision,
Dharmendra...
Self Boss
Direct
Report
Other
Average
Score
A. Involves others in setting vision and direction. 80 - 80 - 90 - 73 - 84 -
B. Is in touch with the needs of customers (internal or external). 80 - 80 - 93 - 86 - 90 -
C.
Focuses the team on meeting the needs of customers (internal or
external).
80 - 100 - 96 - 86 - 94 -
D.
Helps the team understand how they impact the organization's financial
success (revenue, budgets, donations, etc.).
100 - 100 - 96 - 93 - 96 -
E. Helps the team understand the organization's mission and strategy. 80 - 100 - 96 - 80 - 92 -
Question 4
As a leader, Dharmendra is more likely to:
Expect people to focus on their own Ensure people understand how their
job and leave the bigger picture to
someone else.
work contributes to the bigger picture.
Self Boss
Direct
Report
Other
Average
Score
100 - 80 - 93 - 80 - 88 -
"CLARIFY PURPOSE" SCORES 86 - 90 - 94 - 83 - 90 -
© FranklinCovey India and SouthAsia 5

6. LQ1 Report for Dharmendra Pandey July 13,2016
ALIGN SYSTEMS LQ1 Score LQ2 Score
YOUR SCORE
LQ1
LQ2
Average
Top10%
Question 5
When it comes to getting work done, Dharmendra...
Self Boss
Direct
Report
Other
Average
Score
A. Clearly defines the most important goals. 100 - 100 - 96 - 86 - 94 -
B. Establishes clear measures to track progress on these goals. 80 - 100 - 96 - 80 - 92 -
C. Meets regularly to discuss progress on these goals. 100 - 100 - 96 - 86 - 94 -
D. Creates a culture that attracts high performers. 80 - 100 - 96 - 73 - 90 -
E. Encourages people to grow and develop. 80 - 100 - 93 - 70 - 88 -
F. Helps the right people get into the right jobs. 100 - 100 - 96 - 80 - 92 -
G. Recognizes and rewards people for performance. 80 - 100 - 90 - 80 - 88 -
H.
Creates systems and processes that help people better accomplish
their work.
80 - 100 - 93 - 80 - 90 -
I. Regularly gathers feedback from customers (internal or external). 60 - 80 - 90 - 80 - 86 -
J. Uses customer feedback to improve performance. 60 - 80 - 90 - 80 - 86 -
Question 6
As a leader, Dharmendra is more likely to:
Create an environment where everything Design systems and processes to
depends on him or her. help things move forward
independent of him or her. Self Boss
Direct
Report
Other
Average
Score
80 - 80 - 93 - 86 - 90 -
"ALIGN SYSTEMS" SCORES 81 - 94 - 93 - 80 - 90 -
© FranklinCovey India and SouthAsia 6

7. LQ1 Report for Dharmendra Pandey July 13,2016
UNLEASH TALENT LQ1 Score LQ2 Score
YOUR SCORE
LQ1
LQ2
Average
Top10%
Question 7
When it comes to working with others,
Dharmendra...
Self Boss
Direct
Report
Other
Average
Score
A. Sees potential in others and brings out the best in them. 100 - 80 - 100 - 86 - 94 -
B. Helps people tap into their talents and passion at work. 100 - 100 - 96 - 80 - 92 -
C. Ensures that people are paid fairly for the work they do. 80 - 100 - 90 - 80 - 88 -
D. Helps people feel that their contributions are valued and appreciated. 80 - 100 - 93 - 80 - 90 -
E.
Ensures there is a clear understanding around the results people are
expected to achieve.
80 - 100 - 96 - 80 - 92 -
F. Involves people in setting their work goals--does not mandate them. 80 - 80 - 96 - 80 - 90 -
G.
Allows people the freedom and latitude they need to accomplish their
work.
100 - 100 - 100 - 86 - 96 -
H. Creates a culture where everyone is accountable for results. 100 - 100 - 96 - 80 - 92 -
I. Gives people candid and helpful feedback. 100 - 100 - 96 - 80 - 92 -
J. Welcomes candid feedback from others. 80 - 100 - 96 - 80 - 92 -
K. Is seen by others as a source of help and support. 80 - 100 - 96 - 80 - 92 -
Question 8
As a leader, Dharmendra is more likely to:
Push, control, and watch over people in Unleash, empower, and support
order to get results. people in order to get results.
Self Boss
Direct
Report
Other
Average
Score
100 - 100 - 90 - 80 - 88 -
"UNLEASH TALENT" SCORES 90 - 96 - 95 - 81 - 91 -
© FranklinCovey India and SouthAsia 7

8. LQ1 Report for Dharmendra Pandey July 13,2016
LEADERSHIP NPS LQ1 Score LQ2 Score
YOUR SCORE
LQ1
LQ2
AverageQuestion 9
All things considered, how likely are you to
recommend Dharmendra as a leader to others?
Not at all likely Extremely likely
0 1 2 3 4 5 6 7 8 9 10
Self 0 - 0 - 0 - 0 - 0 - 0 - 0 - 1 - 0 - 0 - 0 -
Boss 0 - 0 - 0 - 0 - 0 - 0 - 0 - 0 - 0 - 0 - 1 -
Direct Report 0 - 0 - 0 - 0 - 0 - 0 - 0 - 0 - 2 - 0 - 4 -
Others 0 - 0 - 0 - 0 - 0 - 0 - 0 - 0 - 2 - 1 - 0 -
Total 0 - 0 - 0 - 0 - 0 - 0 - 0 - 0 - 4 - 1 - 5 -
% Promoters % Detractors NPS
60 - - 0 - = 60 -
© FranklinCovey India and SouthAsia 8

9. LQ1 Report for Dharmendra Pandey July 13,2016
COMMENTS
Question 10
Please explain below why you chose the number you did on Question 9, above.
Self
I am a team player with a clear defination of goal. I trust and beleive in empowring people. Empowerment
after doing gap analysis of resource. Very firm with the expectation at the same time providing
confidence in members to fall back on me in case of any setback or failure.
Boss
- He is trust worthy - Demonstrates inclusive leadership - Provides opportunity to his team members -
Brings new perspective - Energetic - Demands and gets things done
Others
He inspires others and has valued them in his growth journey.
Education leader ship quality will allow others to grow concerned for others leading the team polite in
talking firm in asking walk the talk
He has all required qualities of Leadership.
Young, dynamic and understand the situation very fast. He has got attitude to resolve any issue. He has
got his own methodology to resolve the issue which is his strength.
Good Leader. Having good knowledge, support his team in all circumstances.
he is Dynamic & Smart . Supports you when ever Required
As I see Dharmendra is a honest, straight forward and knowledgeable person. Care for others and
understand strength and weakness of his team members and accordingly share the job to the
colleagues.
© FranklinCovey India and SouthAsia 9

10. LQ1 Report for Dharmendra Pandey July 13,2016
COMMENTS
Question 11
If there were one thing Dharmendra could do to improve in leadership, what would it be?
Self
Emotional quotient.
Boss
- Customer Focus - Innovation - Business Acumen as P&L head
Others
Business Acumen.
Nothing to say
Get down to roof cause and understand the difficulty before delegating the problem.
Good Encouragement to all his team members
short Temper to be avoided.
He is the best among the lot inside our campus in senior management team. I only wish him all the best
and don't find any negativity in him and his approach.
© FranklinCovey India and SouthAsia 10

11. LQ1 Report for Dharmendra Pandey July 13,2016
COMMENTS
Question 12
Please describe an instance where you saw Dharmendra exhibit great leadership.
Self
Entire operations performance was dependent on the Inventory Record Accuracy (IRA)and Inventory
TurnOver (ITO). With a history of IRA of less than 50% and ITO at 5, organisation was struggeling to
meet any of the KPI's. Though I was a naive to Materials Management, the challange was thrown to me
to improve it to 80% and ITO to 10. We created a team and together we decided our approach and
defined each of the short term goals with clear expectations. A clear callibaration among the team was
done to understand the impact of these goal and approach. We drove it with a DMAIC methodology.
There was a review mechanism set with a PDCA approach. Competency gap analysis were made and
team were supported on the shortfalls. We improved, sometimes failed but together identified the root
cause of failures. We had setbacks but firm on our committment. Team delivered the result of IRA at
98% and ITO of 16.4 turns, which is a record and is being sustained.
Boss
-Creating a new manufacturing facility with out any disturbance to any function and working with a team
of over 100 people in completing the same in record 10months time. - Taking inventory turns from 11 to
a new height by hitting 16.4 turns in a record 8 months.
Others
Project Execution - RAMP & the MM project
he distributes the success with team members
In RAM project
He empowers his sub-ordinates and only get involved when there is crises.
Dharmendra is Straight forwardness in nature. He gives freedom to work to his team and ensure to get
good results. This makes every one feel happy to work with Dharmendra.
one day I came back tired late evening since one of the vendor made my life Miserable . He was going
home & I was coming in . He saw me & took the detail . Took the phone & talked to MD & made the
entire team to work full night & supply the part next day morning . I Felt very happy & more relieved .
The way he takes his subordinates along with him in all the team related matters and encourage each
one of them, recognise the good work done in front of all the colleagues and tell them in case they need
to improve without any looking back shows his leadership quality. Also explain the team how to reach the
goal and also guide. The example for this is IRA 99.9% and ITO 14.5turns in 2015.
© FranklinCovey India and SouthAsia 11