01 / Reflect
Start with evidence.
Think about recent work. Flag what you have not observed instead of guessing how your team feels.
Optional. Answers and plans stay in this browser. Avoid shared devices.
DEVELOP / The FRONTLINE Leadership System
Show up.
Set the standard.
Build the team.
Turn an honest look at your leadership into one practice your team can see.
Based on Ground Truth by Dean Nemecek. Choose a quick reflection or the book’s full diagnostic, then build your 30-day plan. Free results. No email required.
Quick: 9 questions · about 3 minutes
Full Index: 25 statements · allow 8–10 minutes
02 / Practice
Choose one next move.
Use the book’s tools to define a behavior, an owner, and a review date.
03 / Review
Make progress visible.
Record practice and observations. Reassess with the same instrument and discuss what changed.
How the two assessments relate to the book
The quick self-check adapts nine behaviors from Chapters 4–12 into the three pillars. It is a reflection tool, not the Frontline Readiness Index.
The full Index reproduces the 25 statements and 1–5 scale in Appendix C (pp. 255–259). Each domain averages five ratings, rounded to the nearest whole number. Five domain scores sum to 5–25. Chapter 13 provides the scoring bands. Unobserved answers prevent a complete score; they never become zeros.
The plans adapt Chapter 14’s 30-Day Reboot and Appendix A’s field tools. Scores are self-reported development guidance, not certification, verified team perceptions, or a personnel ranking.
Use the past 30 days unless the statement specifies a shorter period. Base team-perception answers on feedback you actually received.
Your FRONTLINE development plan
One honest view.
One deliberate next move.
01 / Choose your focus
Start with one practice.
02 / Make the commitment
Your 30-day practice plan.
Keep notes about your own practice. Do not enter sensitive employee information. Nothing here is sent to your manager or VBS.
Your scores and how they were calculated
The book’s 30-Day Reboot
Before Day 1, tell the team you are working on your own leadership. Explain what they can expect and invite feedback. Chapter 14, pp. 197–206.
The reboot’s daily practice and the optional 5-15-5 rhythm are distinct tools. The latter totals 25 minutes: a five-minute reset, fifteen-minute presence loop, and five-minute close (Appendix A, p. 220).
Weekly practice log and coach check-ins
Record what you tried, what you observed, and what you will change. A completed checkbox is not evidence that team outcomes improved.
Review history and reassessment
Only compare like-for-like assessments. No conversion is made from the old 54-point quiz or between the quick check and full Index. Save on this device or download your plan to keep your work.
Compare with independently collected feedback
Available for a complete full Index. Enter five domain scores from a separate Appendix C response only after the respondent chooses to share them. This is a manual comparison, not an anonymous survey or a completed 360.
Agree who can see feedback before collecting it. A trusted person’s response is one perspective, not evidence of the whole team’s view. This page sends no survey invitations or responses.
03 / Develop your leaders
Bring the practice into your team.
Bring your chosen behavior, one recent example, and your available coaching time. Discuss a practical FRONTLINE cohort with Dean.
Your next conversation
Turn this insight into a practical next step.
Discuss the practice to develop, the leaders to support, and a workable coaching rhythm.
Preview the summary you can attach
Optional. Your answers, personal notes, names and team feedback are not attached. Nothing is submitted until you send the contact form. Keep your downloaded plan for the conversation.
DEVELOP / Coordinator workspace
Give the program
a working rhythm.
Assign the practice. Name the coach. Review the evidence.
This planner belongs to one coordinator on this device. Update it manually after agreed check-ins. It does not invite participants, synchronize their assessments, or collect confidential feedback.
Set the agreement first.
Tell participants what you will track, who can see it, and how it will be used. Use participant codes rather than names. Keep private reflection notes and individual scores outside this register.
Aggregate practice themes
Summary of this coordinator’s recorded themes, not a report of employee scores. Shown once five participants are recorded; small groups can still be identifiable.
CSV exports contain the visible participant codes, coach roles, themes, dates, status and support categories. Share only with the intended program coordinators.