The Engagement Quiz

What would discomfort
Feel like with no doubt
It would make you grow?

This is a quiz designed to assess your relationship to work, responsibility, and engagement. There is no best score. There is only the truth. Be honest with yourself and try not to overthink your responses. The lower your score, the greater your opportunity for learning and increased engagement.

Step 1 of 7

14%

What's your email address?*
It’s okay to miss deadlines as long as you do your best.*
- True
- False
Covering for other people's mistakes is part of being a team player.*
- True
- False

Timeliness is a form of agreement.*
- True
- False
Business moves at such a fast pace these days it can be overwhelming.*
- True
- False
It’s unfair for an employer to ask their employee to take on significantly more responsibility without a commensurate increase in pay.*
- True
- False
An employee shouldn’t be expected to do anything not covered by their job description.*
- True
- False

If an employee is terminated and it feels sudden to them, then it’s likely the manager wasn't as direct as they could have been.*
- True
- False
Existing employees ought to be given preference over outsiders when new positions are available as a reward for their loyalty.*
- True
- False
It’s out-of-bounds for a manager to challenge the beliefs and values of an employee.*
- True
- False
If an employee is having a bad day, it’s understandable and acceptable that they won’t be doing great work.*
- True
- False
It makes sense and is okay that the owner of the company would care about the business more than anyone else.*
- True
- False
Part of a manager’s responsibility is reminding their people about commitments and deadlines when they need the support.*
- True
- False

When an employee makes a big mistake, all that’s required to make things right is a heartfelt “I’m sorry, it won’t happen again.”*
- True
- False
It’s an employee’s responsibility at work to set aside their own needs and desires and serve the company’s greater good.*
- True
- False
Advancement within a company happens when an employee makes greater and greater sacrifices to serve the company.*
- True
- False
Engagement means the job isn’t personal. You do it well because it’s your duty.
- True
- False
The role of a manager is to always make sure an employee feels good about how they’re doing.
- True
- False
An employee isn’t responsible for changing a behavior until a manager has sat down with them and had a detailed conversation about it.
- True
- False

It’s not appropriate for an employee to talk about their personal goals in a work context.
- True
- False
It’s appropriate for a manager to ask about their employee’s personal goals.
- True
- False
An employee who sacrifices themselves for the company is the most engaged.
- True
- False
It’s the responsibility of a manager to develop the people who work for them on a personal level.
- True
- False
If an employee feels significant fear related to a task, it usually means they’re not ready.
- True
- False
Professional growth and personal growth must be held separately for appropriate business boundaries to be held.
- True
- False

A manager’s responsibility is to support their people to perform better work without challenging employees’ existing beliefs about themselves, others, or other aspects of their personal worldview which would be unlawful.
- True
- False
The higher up an employee is on an organization chart, the more supervision they should have because of the potential impact of mistakes.
- True
- False
The lower an employee is on an organizational chart, the more supervision they should have because they have less experience than the people above them.
- True
- False
It’s the responsibility of a manager to ensure an employee isn’t overwhelmed by the work the employee is given.
- True
- False
It’s not appropriate for a manager to be romantically involved with someone who reports to them.
- True
- False
It’s the responsibility of an employee to keep their personal feelings and challenges out of the workplace so they can focus on work.
- True
- False

If a manager doesn't specify a deadline for a task, then it's the responsibility of the employee to prioritize it as they see fit.
- True
- False
If you don’t have an answer to an email it’s best to wait until you do before responding to reduce email clutter..
- True
- False
It’s fine for a manager to need to communicate directives more than once because we’re all human and sometimes things get missed.
- True
- False
A successful manager and employee relationship is one where they operate as peers or equals.
- True
- False
It’s often possible and productive for managers and their employees to be close friends.
- True
- False

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Catherine McCann, CEO of Best Cleaners

I was feeling frustrated, sad, and angry about the state of the world and my powerlessness to change it. In just a few months, my progress has been incalculable. Josef is helping me sift through a lifetime’s worth of my own “stuff,” including things I thought I’d dealt with long ago. I can honestly say that I have never felt more at home with myself than I do right now and this in the middle of a global pandemic!

Wael Al Sayegh, Founder of Alareen Martial Arts & Fitness

Working with Clear and Open has been far more rewarding than I could have ever imagined. The value I receive from investing in my monthly membership fee goes far beyond the numerical amount that leaves my bank account. The Dojo Ranking System is a pathway towards the realization of my most authentic Self. As a leader, life is lonely by the very nature of the job. Clear and Open helps me to not only be okay with that loneliness, but to also listen, learn, and appreciate it for what it is, a Divine gift.

Ed Reese, Founder of Sixth Man Marketing

Clear and Open helped me find my authentic self and share it with others. That allows me to be myself at work, with my friends, and around those I love. It dramatically improved the connection I have with others AND (without intentional effort) brought the right professional opportunities to me that both notice this way of being and value my “open” leadership style. It’s difficult to place a value on how much this impacted my life personally and professionally. In many ways I think I still don’t even know myself.

Rebecca Rosman, Founder of Rosman Designs

Since joining the online group courses of Clear and Open, I have learned to lean into productive discomfort, recognize unconscious defenses and motivations, and develop critical thinking skills. Committing to a daily meditation practice has also made a huge difference in my life. Josef’s style of teaching and coaching invites us to engage, take action and grow…not only on a professional level, but also on personal and spiritual levels as well.

Every once in a while I cross paths with someone who changes the quality of my life for the better. Josef has proven to be one of those people.

John Cheary, Founder & CEO, John Marshall Media, Inc.

Josef has made a significant contribution to my life. During my time with him he’s illuminated areas of myself that I wasn’t aware existed, helping me recognize issues that were holding me back and helping me discover ways to improve them. I’ll hold the lessons that he taught me for the rest of my life. I can’t recommend him enough.