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  2. 2013
  3. May
  4. L
  5. Leadership - 2013 NA
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Exit Survey
 
 
Dear THR Leader:
You are invited to participate in our 2013 Needs Assessment. In this survey, we are asking THR employees at all levels of the organization to reflect upon their needs in terms of current and future learning. It will take approximately 15 minutes to complete the questionnaire.

Your participation in this study is completely voluntary. There are no foreseeable risks associated with this project. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point. It is very important for us to learn your opinions.

Your survey responses will be strictly confidential and data from this research will be reported only in the aggregate. Your information will be coded and will remain confidential. Information will ultimately be assessed, reported, and discussed in light of future THR strategy. If you have questions at any time about the survey or the procedures, you may contact Daniel Gandarilla at 682.236.6514 or by email at the email address specified below.

Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.
 
 
 
In what THR facility are you currently employed?
 
 
 
Please think about the current learning & development that both you and your staff participate in as employees of THR.
 
 
 
What are the most frequent types of learning activities that your staff participates in?
   
 
 
To what degree do you agree with the statement "Learning needs are being met" for each of the levels of leadership below
Strongly Disagree Disagree Slightly Disagree Unsure Slightly Agree Agree Strongly Agree
Frontline Leader (Manager, Supervisor)
Frontline Staff Learning needs
 
 
What learning methods enable you, personally, to maximize the time spent in training?
Strongly enables my learning Moderately enables my learning Minimally enables my learning Does not enable my learning
Instructor-led, in-classroom Training
Online Instructor-led training
Webinar recordings (online, no real-time interactions)
1-2 page “job aids” – resources served as coaching tools for you and your staff.
Coaching
Assessments for you and your team (personality or style, interests, strengths, etc.)
Action Learning (Capturing Learning while working on a project)
 
 
Please review the list of workshops & competencies below. For each, please mark the value it has offered you as a professional. Please mark N/A if you have not yet participated.
Completely valuable Mostly valuable Somewhat valuable Minimally valuable N/A (have not taken)
Action Orientation
Building Team Pride & Purpose
Conflict Management
Crucial Conversations
Fit to Lead
Focus on Excellence
InsideOut Coaching
Managerial Courage
Sound Decision Making
Speaking to Influence Others
Transition to Leadership
Values Based Leadership
Visionary Thinking
 
 
 
In addition to above, what recommendations if delievered in the next 18 months help you improve as a leader?
   
 
 
 
What knowledge or skills do you believe your staff needs to be successful over the next 18 months to support your entity, function, business unit, or department strategy?
   
 
 
 
What knowledge and or skills do you believe THR employees outside of your direct reporting relationship need to be successful over the next 18 months of our transformational journey?
   
 
 
 
Please take a moment to reflect upon yourself as a leader within the organization.
 
 
 
What do you think you do well that a new leader in the organization would not?
   
 
 
 
What makes you the most productive in your role as a leader and manager at THR?
 
Autonomy
 
Feedback
 
Adequate materials and supplies
 
Communication from leadership
 
Peer relations
 
Continued learning and development
 
Other
 
 
 
 
What has prepared you best to do your job as a leader at THR?
 
Autonomy
 
Feedback
 
Adequate materials and supplies
 
Communication from leadership
 
Peer relations
 
Continued learning and development
 
Other
 
 
 
 
Which of the following are the most common problem(s) you encounter in your role? (check all that apply)
 
expanded responsibilities affect work-life balance
 
complexity of a large organization
 
lack of development opportunities
 
lack of teamwork
 
lack of communication
 
negative interpersonal relationships with peers
 
lack of understanding of the "big picture"
 
Other
 

 
 
 
For this next section, please think about the future state of THR, your business unit, department, entity, or function in 2-3 years.
 
 
 
What are the future learning & development needs for you as a leader that will be required in order to meet the changes on the horizon for your business unit, department, entity, or function?
   
 
 
 
What knowledge and skills do you believe your direct reports will need to ensure they succeeed as THR's transforms care delivery?
   
 
 
 
What learning needs do you feel will be required for employees outside of your direct reporting relationship in order to effectively lead transformation of THR as an organization?
   
 
 
 
In this future state, what is Texas Health Resources doing better than our competitors?
   
 
 
To what degree do you feel adequately prepared to:
Very Unprepared Unprepared Neutral Prepared Very Prepared
deal with frequent changes on the job
support those going through frequent changes on the job
lead, discuss, & communicate changes at THR
lead peers in system changes
lead direct reports in system changes
 
 
What would help your staff to deal more effectively with the many changes occuring at THR?
   
 
 
 
What additional thoughts or concerns related to your learning needs do you have?