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Questionnaire Guide
The below information that you provide will help us to get to understand the behavior pattern of the participants in the program, at the same time providing valuable feedback to the participants to enhance the effectiveness of work. It takes about 30 to 45 minutes to complete the questionnaire. Please fill up with a real situation according to the 5 essential behaviors which are important to the team access and with your expectation and feedback.
It will be anonymous and complex of your rating and accessing from the personal development report. Please make sure you have a deep thought before you write down anything on the form even though it is anonymous, in order to avoid any misunderstanding or misleading to other participants.
Please follow the instructions for completing the questionnaire:
1. Please answer all questions with star (*), the system cannot be continued otherwise.
2. Please re-open the questionnaire via the link in the email, if any breakdown happens in the middle.
3. Please click “Continue” when you complete all questions in a page.
4. This questionnaire is to serve for our invitees only.
5. All rights reserved.
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| * Name of Program Participant: | | | | * Company Name: | | |
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* Relationship with the Program Participants:
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5 critical behaviors that create high performance are essential in workplace:
• Be outcome committed and 100% participation
• Open and effective communication
• Be responsible, resist blaming and complaining
• Keep your agreements
• Express authentic appreciation
Based on your recent observation of this colleague, please provide real and neutral feedback to evaluate the frequency of the behaviors on a scale of 1 to 5. (5 represents “Always Happen”, 1 represents “Never Happen”)
1. Be Outcome Committed and 100% Participation
People who are being outcome committed and 100% participation know clearly what their goals are and the expected results. They can easily overcome the interference coming from the human relationship, organizational conflict and daily administration. As a result, they prioritize the tasks to achieve success effectively.
Standards for "Being Outcome Committed and 100% Participation":
1. Knowing clearly the common goal of the team
2. Achieving the goal with 100% participation and no hesitation
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2. Open and Effective Communication
No matter what your business nature or job title is. Open and effective communication is a crucial element for performance enhancement. Although most people understand the importance of effective communication; however, it is rarely fulfilled in the workplace. There are many reasons for the ineffective behaviors, such as hiding one’s weakness, protect individual interest, being afraid of human relationship conflicts or avoiding negative emotions. Open and effective communication requires trust, authenticity and common goal as the foundation, as well as a long-term acquaintanceship and fellowship between coworkers.
Standards for "Open and Effective Communication":
1. Being willing to express one’s opinion and feeling
2. Listening carefully and embrace other people’s point of view
3. Expressing the point of departure effectively
4. Being aware of others' behaviors and feelings keenly
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3. Be Responsible for the task.
“Being responsible for the task” is no blaming and complaining and focusing on the action the goals. In stead of solving problems with creativity, employees, who are used to blaming, waste their energies on mocking and criticizing other people. Once the employees land in the "State of Blaming", they become extremely conscious on the mistakes made by others and cannot restrain themselves from getting in rage. Owning to continuously complaining, the "Blamers" start to conceive themselves as "Victim". Feeling hopeless, they impute the origin of problems to an unchangeable situation and refuse to take further action for it. "Complainers' Club" is a result followed by the hopelessness to slacken their sorrow. In this way, their negative emotions spread around the area and harm other people.
Standards for "Being Responsible for the task":
1. Being aware of landing in the "State of Blaming" and get out of it once aware
2. Preventing oneself from blaming and complaining
3. Refusing to join the "Complainers' Club"
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4. Keeping Agreements
People work most efficiently in contexts of trustworthiness. Rigorously keeping your agreements sustains both your integrity and trustworthy contexts. There can be explicit and implicit agreements. An explicit agreement, for example, is that two parties mutually agree to behave in a particular way or circumstance. An implicit agreement suggests a consensus implied between both parties such as a regular meeting.
Standards for "Keeping Your Agreements ":
1. Only entering into agreements you can keep
2. Keeping these agreements rigorously
3. Renegotiating problematic agreements before you break them
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5. Expressing Authentic Acknowledgement and Appreciation
People need to “feel acknowledged and appreciated” at work and in life. Expressions of authentic appreciation of others can meet this deepest need, sustaining an atmosphere of mutual respect.
Individuals can meet the standard by appreciating others Habitually, Authentically, Promptly, Proportionally and Specifically. (We call this “HAPPS” appreciation.)
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Your expectation to this colleague:
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6. Can he/she meet your expectation?
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| * 7. What is the expectation(s) he/she has met? | | |
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| * 8. What is the expectation(s) he/she cannot meet? | | |
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| * 9. What can he/she do for further improvement or enhancement? | | |
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