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  5. Leadership Effectiveness Survey
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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.

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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?