Surveys 2013 April L Leadership Effectiveness Survey

Leadership Effectiveness Survey Leadership Effectiveness Survey

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Hello: You are invited to participate in 'Leadership Effectiveness Survey' for your supervisor. Your individual responses will be completely confidential and anonymous, therefore please provide true and honest responses. Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.     Valuing Behaviors: Never Seldom Frequently Always Shows respect for all team members Seeks input from all team members Measures results instead of methods or styles Gives support when & where needed Recognizes good actions and good results Maintains a balance between "people" and "business" issues Shows genuine concern for team members Looks for ways to fix problems instead of blaming someone Treats people fairly, without favoritism Cares about me Protects confidentiality     Interdependence Behaviors: Never Seldom Frequently Always Supports team environment- encourages collaboration, cooperation Recognizes and rewards team-supportive actions and behaviors of others Protects the absent - doesn't criticize those who are not present Considers the impact of actions and decisions on other departments before implementing     Communication Behaviors: Never Seldom Frequently Always Listens effectively Encourages others to express different ideas and perspectives Takes the time to understand other perspectives- open to changing his/her position Open to negative/constructive feedback Gives enough information, keeps me informed Gives enough open and honest feedback Effectively deals with conflict Lets me know how I am doing Involves me in decision making Sets a clear direction for our department Communicates openly and honestly     Valuing Diversity Behaviors: Never Seldom Frequently Always Discourages devaluing comments/ behaviors Ensures that department activities are inclusive Seeks input/feedback from diverse individuals, groups, and internal/external customers Demonstrates commitment to valuing diversity Open to diversity discussions and issues     Leadership Behaviors: Never Seldom Frequently Always Encourages and embraces change - challenges status quo Provides cross-functional development opportunities for team members Helps me develop and grow Encourages and supports my involvement in training and development Encourages and supports my involvement in community activities and events Encourages and supports my involvement in company activities and events Actions and behaviors are consistent with words Is trustworthy Is a role model for continuous improvement Uses a coaching management style, rather than a “boss” management style Supports me, helps me achieve results Supports a (internal/external) customer service approach Deals with issues that need to be addressed Provides a clear sense of purpose and direction, roles and responsibilities, for me and for our group       WHAT SHOULD YOUR MANAGER CONTINUE TO DO?       WHAT WOULD YOU LIKE YOUR MANAGER TO START OR STOP DOING?       WHAT DOES YOUR MANAGER DO THAT MAKES YOUR WORK MORE ENJOYABLE AND HELPS YOU FEEL MORE SUCCESSFUL?