--- title: What Would You Do description: Survay Development --- [![logo](https://www.salesprogramme.com/hs-fs/hubfs/SuccessProgramme%20October2017%20/image/logo.png?width=184&height=30&name=logo.png "logo")](https://www.successprogramme.com) - [Challenges](https://www.successprogramme.com/what-would-you-do#) - [![Big Shift](https://www.salesprogramme.com/hubfs/shift.png) Big Shift A guide on improving employee engagement through surveys. ](https://www.successprogramme.com/digitalization) - [![Exponential_Growth](https://www.successprogramme.com/hubfs/Success%20Programme%20-%202022/Exponential_Growth.png) Exponential Growth A guide on improving employee engagement through surveys. ](https://www.successprogramme.com/exponential-growth) - [![Employee_Experiencet](https://www.successprogramme.com/hubfs/Success%20Programme%20-%202022/Employee_Experience.png) Employee Experience A guide on improving employee engagement through surveys. ](https://www.successprogramme.com/employee-experience) - [![Customer_Experience](https://www.successprogramme.com/hubfs/Success%20Programme%20-%202022/Customer_Experience.png) Customer Experience A guide on improving employee engagement through surveys. ](https://www.successprogramme.com/customer-experience) ![SP-Ebook-Mock2-350x565](https://www.successprogramme.com/hs-fs/hubfs/SP-Ebook-Mock2-350x565.png?width=350&height=565&name=SP-Ebook-Mock2-350x565.png) #### Reasons To Go Digital Artificial intelligence is as fascinating as it is scary. 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ASSESSMENT * ##### HOLDING OTHERS ACCOUNTABLE ISN’T ALWAYS A PIECE OF CAKE. When others let us down, break rules, or demonstrate bad behavior, what we say and do can mean the difference between solving the problem and letting it fester. The good news is that the skills taught in our bestselling book and training course, Crucial Accountability, can teach you how to hold others accountable no matter the circumstance or the other person’s position. This simple self-scoring assessment reveals your natural tendencies when confronted with a gap in expectation and/or performance. Read each situation and select the answer according to what you would **MOST LIKELY DO**. Your results will show you where you may need a little practice when it comes to holding others accountable. *The “What Would You Do?” assessment is the updated version of the “Where Do You Stand” assessment found in the *Crucial Accountability* book. #### WHAT WOULD YOU DO? ASSESSMENT * #### HOLDING OTHERS ACCOUNTABLE ISN’T ALWAYS A PIECE OF CAKE. When others let us down, break rules, or demonstrate bad behavior, what we say and do can mean the difference between solving the problem and letting it fester. The good news is that the skills taught in our bestselling book and training course, Crucial Accountability, can teach you how to hold others accountable no matter the circumstance or the other person’s position. This simple self-scoring assessment reveals your natural tendencies when confronted with a gap in expectation and/or performance. Read each situation and select the answer according to what you would **MOST LIKELY DO**. Your results will show you where you may need a little practice when it comes to holding others accountable. *The “What Would You Do?” assessment is the updated version of the “Where Do You Stand” assessment found in the *Crucial Accountability* book. Submit ## What Would You Do Self-Assessment Results Your What Would You Do score indicates how likely you are to blame motivation or ability during an accountability conversation. The first step toward improvement is awareness. **Your motivation score: ** You have a keen eye for seeing motivation as a contributor to someone's lack of performance. Being able to spot these "gaps" in motivation is a great tendency! When used in conjunction with improved skills for assessing "ability gaps," you'll be an accountability champion. **Your ability score: ** When holding someone accountable, you may have a tendency to look past a lack of physical, emotional, interpersonal, and/or conceptual skills as a potential cause of their behavior. Knowing this can be helpful! Work on gaining skills that will help you see these "ability gaps." **Your motivation score: ** When holding people accountable, you may have a tendency to look past a lack of motivation as a potential cause of their behavior. Knowing this can be helpful! Work on gaining skills that will help you see areas where lack of motivation is a culprit. **Your ability score: ** You have a keen eye for seeing ability (physical, emotional, interpersonal, and/or conceptual skills) as a contributor to someone's lack of performance. Being able to spot these "gaps" in ability is a great tendency! When used in conjunction with improved skills for assessing "motivation gaps," you'll be an accountability champion. **Your motivation score:** You tend to take a balanced approach to diagnosing unmet expectations. This score shows that you're willing to take a moderate assessment of someone's lack of motivation while still giving credence to possible problems in ability (physical, emotional, interpersonal, and/or conceptual skills). **Your ability score: ** You tend to take a balanced approach to diagnosing unmet expectations. 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