How can we help?

To protect your privacy, the assessment is completely anonymous. Your answers and scores are never saved to our servers or linked to any account.

No. Your assessment answers and scores are never collected, so there's nothing to sell or share. Payments are handled securely by our payment provider, and we never see your card details.

Because nothing is stored, be sure to save or print the PDF report at the end of the assessment. Once you close the browser tab, your results are gone for good.

Storing personal data safely takes servers, security, and ongoing maintenance, and all of that costs money. By not collecting your data in the first place, we avoid those costs and keep the assessment and book affordable.

Like our privacy approach, this is about keeping costs down. Running a support team takes significant infrastructure. Going without one lets us keep prices low for everyday leaders and small teams.

We'd love to hear from you. Send your feedback, ideas, or stories about how your team is using the framework to hello@aerieviews.com. We read every note, though we can't offer one-on-one technical support.

You're welcome to buy multiple copies directly on Amazon. Amazon sets all retail pricing, so we aren't able to offer discounts ourselves.

No. We've set the assessment at an accessible price, and it's the same for everyone who takes it.

Yes. Each time you take the assessment is a separate purchase.

No. We don't have a way to issue refunds, so please keep your browser tab open until you finish, and be sure to print or save your PDF report before you close it.

Go to aerieviews.com/assessment. The assessment is self-guided and covers all twelve competencies across the four dimensions. You'll see your results as soon as you finish.

Plan on 35 to 45 minutes. It's not a quick quiz, and that's on purpose: thoughtful, honest answers across all twelve competencies are what make your results meaningful. It takes some effort, but it's worth it.

Yes, as long as you leave the browser tab open. Your answers stay on the page while the tab is open, so you can step away and come back to it. But if you close the tab, close your browser, or refresh the page, your progress is erased and you'll need to start over. So please don't close it! If you can, set aside enough time to finish in one sitting.

Yes. While the framework starts with individual self-awareness ("Develop individually"), teams often take the assessment at the same time to build a shared leadership vocabulary and align on their growth ("See clearly together"). Just remember that each person needs to save their own PDF report.

Because we don't have a live support queue, we recommend standard browser troubleshooting: open the site in a fresh window or make sure your browser is up to date. One caution: if you're partway through the assessment, refreshing or closing the page will erase your answers.

We recommend retaking it every 6 to 12 months, or after a significant change on your team, like a new leader or a restructure. Leadership is an evolving journey, and revisiting the self-reflection regularly is a great way to see your growth and adapt to new challenges.

A Team Worth Following is available on Amazon in paperback, ebook, and audiobook. You'll find the link on our Fable page.

No. The book and the assessment work well in any order. Reading the book first shows the framework in action through a story, while taking the assessment first gives you a personal lens to read it through. Choose whichever fits you best.

A Team Worth Following is the story of Hearthstone Heritage, a seventy-year-old company whose leaders have quietly stopped telling each other the truth. After a rushed launch ends in a costly recall, Sarah and her colleagues must learn to lead together. They work through Forming, Storming, Norming, and Performing, and the twelve competencies come to life along the way.

Denise Odenkirk is a former executive whose 36-year career spans commercial, operational, and IT leadership in healthcare, manufacturing, and technology organizations. She created the Aerie Views Leadership Framework and founded Aerie Views to help others experience what "great" looks like in leadership.

Yes. You're welcome to buy copies for team book clubs, leadership cohorts, or management training. Many teams read it together and use the Quick Reference at the end of the book to start conversations.

The framework is built on four dimensions: Trust & Connection (the environment leaders create), Strategic & Cognitive Strengths (how leaders think), Execution & Operational Excellence (how leaders deliver), and Innovation & Adaptability (how leaders evolve).

There are 12 core competencies (3 per dimension), covering everything from psychological safety and active listening to cross-functional efficiency and passion for learning.

This is your journey, and it starts with self-awareness. An honest look at where you stand is exactly that first step. The areas where you scored lower are the best places to focus your growth. Pick one or two to start rather than trying to improve everything at once. No one scores high on everything, and as the book shows, even strong teams build these competencies by practicing them over time.

Scores in the middle usually mean you're leading as a solid functional leader: capable and reliable in your own area, but not yet showing these competencies at the level more senior roles require. If you want to move into higher-level roles and lead high-performing teams, push yourself to develop these competencies toward mastery.

Having competency strengths is great. Your results also include watch-outs for your strengths, because any competency can be overused, and leaning on a strength too heavily can change how others perceive you. Use the watch-outs to keep your strengths working for you and your team.

Absolutely. In fact, we encourage it. Sharing your PDF report with your manager is a wonderful way to start open conversations about your development and growth goals.

Use the Aerie Views Framework Reference Guide as your starting point. It describes each competency in detail, which makes it easier to choose one or two to focus on and turn them into specific goals in your performance plan. Your assessment results can help you decide where to begin.

Most struggling teams aren't short on talent. They're stuck in polite silence, silos, and handoffs where work stalls. The framework gives everyone a shared language for naming what's missing and a clear set of competencies to practice together, so the team can move from Storming toward Performing instead of waiting for one heroic leader to fix it.

They're the four stages of team development described by psychologist Bruce Tuckman in 1965. Every team moves through them, and they appear throughout A Team Worth Following. Teams don't reach Performing just because time passes. They get there by practicing the competencies on purpose.