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Introduction
The below information that you provide will help us to get to understand the behavior of the participants in the program (the expected and reoccurring responses of behaviors), at the same time providing valuable feedback to the participants to enhance the effectiveness of work.
It takes about 30 to 45 mins to complete the questionnaire. Please fill up with a real situation according to the 8 essential behaviors which is important to the team access and with the detailed explanation on it. Also, there are two open-ended questions at the last section.
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's anonymous, to avoid any misunderstanding or misleading to the participant.
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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1. Standard for Expressing Authentic Appreciation
People everywhere need to “feel appreciated”. 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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| * I rated your behavior as I did because: (200 characters limit) | | |
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2. Standard for Addressing Shared Interests
People choose collaboration over conflict when you address “interests” you share with them. “Interests”, a term from negotiation theory, are what we most deeply care about or value. He/She can address shared interests by asking, “What do they want that I can want for them also?”.
Individuals can meet the standard by addressing the interests they share with others, especially when conflict inhibits their effectiveness.
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| * I rated your behavior as I did because: (200 characters limit) | | |
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3. Standard for Appropriately Including Others
Peoples' need to “feel included” is second only to their need to “feel appreciated”. He/She can meet others' inclusion needs by appropriately sharing the power (e.g. delegating), information, recognition, and by listening deeply. You can reduce over-inclusion by inviting only essential people to meetings, and avoiding overuse of “reply-all” in e-mails.
Individuals can meet the standard by appropriately sharing power, information, and recognition, and avoiding wasteful over-inclusions.
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| * I rated your behavior as I did because: (200 characters limit) | | |
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4. Standard for Keeping All Your Agreements
People work most efficiently in contexts of trustworthiness. He/She can sustain trustworthiness by tending to your agreements. Rigorously keeping all your agreements sustains both your integrity and trustworthy contexts.
Individuals can meet the standard by only entering agreements they can keep, then rigorously keeping these agreements, while renegotiating problematic agreements before they break them.
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| * I rated your behavior as I did because: (200 characters limit) | | |
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5. Standard for Expressing Reality-based Optimism
People need realistic, optimistic futures to give them hope. He/She can provide hope by first acknowledging and addressing unpleasant realities, sometimes called “elephants in the room”. You then address these realities with optimistic mindsets, producing hopeful outcomes.
Individuals can meet the standard by holding optimistic mind-sets, while fully embracing unpleasant realities, and then advocating appealing and credible future outcomes.
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| * I rated your behavior as I did because: (200 characters limit) | | |
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6. Standard for Being Outcome Committed
Outcome committed people experience shifts in perception that reveal solutions. The colloquial expression for this shift is, “Where attention goes, power flows”. He/She can enhance the likelihood of your success by focusing your energy on the Outcomes you are committed to realizing.
Individuals can meet the standard by demonstrating 100% commitment to realizing their essential Outcomes.
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| * I rated your behavior as I did because: (200 characters limit) | | |
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7. Standard for Resisting Blaming and Complaining
People must avoid the “drama states” of Victim and Blamer because this limits or misdirects their energy. He/She can avoid the Victim’s helplessness by turning your complaints into requests, or dropping them. Moreover, Victims will leave your team if you collectively refuse to join Victims’ complainer “clubs”. You can avoid Blamers’ deadly hostility by investigating your role in “creating the mess”.
Individuals can meet the standard by avoiding blaming or complaining, and being intolerant of blaming or complaining by others.
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| * I rated your behavior as I did because: (200 characters limit) | | |
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8. Standard for Roles, Accountability and Authority
People succeed by meeting others’ expectations. He/She must clarify your Roles (functions in your work context), Accountability (results others expect you to deliver), and Authority (your delegated power). We call these “RAAs” for short.
Individuals can meet the standard by defining and communicating their RAAs to the people who need to understand and/or approve them.
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| * I rated your behavior as I did because: (200 characters limit) | | |
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| * 9. Based on your observation, what are his/her effective behaviors? | | |
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| * 10. Based on your observation, what are his/her ineffective behaviors? Any room for improvement? | | |
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