| |
Thank you for participating in this Management Team 360 Feedback Survey using Question Pro. As we have previously described, we are working with an outside management counselor, Judith Anderson, to prepare our partner group and our broader management team for Health Advances’ next phase of growth. Before you begin the survey there are a few important points we want to emphasize
• Our purpose is to collect insights from the entire staff on our past performance and potential future contributions, as a partner group and as individual partners.
• The results will be used as part of our management development planning process to help us understand our strengths and weaknesses, to enable us to prioritize our individual and collective skill plan items and to provide a baseline for assessing whether we make progress against our goals.
• Your open, honest feedback, both favorable and critical is important to us if we are to clearly understand where we need to focus our efforts.
• All comments will be confidential and only available to Judith. She will evaluate the findings and will only share her observations with us in an aggregated, unattributed manner.
• This is only a tool for Judith to use in her work with us. However, from this process we intend to design and implement a 360 assessment tool for ongoing use with you.
If you have any concerns with the logistics of the survey, please let Skip know. If you have questions or comments regarding the questions or content of the survey, please forward those directly to Judith at [email protected].
Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.
|
| |
|
|
|
| |
The survey includes three parts, section one focuses on feedback on the partners as a group, section two focuses on feedback on individual partners and section three allows for your open comments. We will use the following scale:
7 – Very strongly agree
6 – Strongly agree
5 – Generally agree
4 – Indifferent
3 – Generally disagree
2 – Strongly disagree
1 – Very strongly disagree
0 – Don’t know or Unsure
Following each question in the survey there will be space for qualitative commentary. We strongly encourage you to elaborate on you views in order to give Judith as much context as possible:
1) Examples of what is working well on a given dimension or question
2) Examples of what is not working well on a given dimension or question
3) Ideas for what “improvement” would look like or what type of changes would be most beneficial and desired
|
| |
|
|
|
| |
| * Please select your current job title. |
| |
|
|
|
|
| |
| * Please select your tenure at Health Advances. |
| |
|
|
|
|
|
|
|
|
| |
| * Partners are aligned – I hear the same thing regardless of which partner I ask |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * I feel in the loop – I have the information I need in a timely way to be efficient and effective in my role |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * Authority is appropriately delegated – Partners are strategic and client focused, and not bogged down in operational ‘minutia’ |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * I have opportunity to provide input on decisions that significantly affect the way I do my job |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * Feedback gracefully and easily flows in all directions, including positive recognition and acknowledgment |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The performance management process is working in a clear and fair way – we understand what criteria is used for promotions and it is applied consistently |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * Decision making is effective (clear decision making process, data driven, timely, right voices in room, transparent thought process, clearly communicated) |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The COO is operating effectively as an ‘executive director’ – she brings key recommendations to Partners and effectively manage priorities across the operational functions |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * Leadership ensures we have the systems and tools to be effective in our assignments |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
|
|
|
|
| |
| * The firm’s mission, vision and strategy is articulated clearly and frequently so I understand the goals |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The firm works effectively towards pursing and achieving the vision and goals |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * I know what is expected of me in my role |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * Our culture is one of high expectations, but also is sustainable and remarkable in a way that most consulting firms are not |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * We keep our word with one another – saying we will do it can be counted on to mean ‘it will happen’ |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The partners are appropriately attentive to client interests, ensure delivery of quality work and are capable of developing strong, sustainable client relationships |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The firm is respectful of my interests, personal and professional development |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The expectations for my performance and demands on my time are appropriate for the nature of the job |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * Health Advances is a place where I can learn and further my career |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| Individual Partner Feedback - Kristin Pothier |
| |
|
| |
| Please consider Kristin Pothier for the following statements/questions |
| |
|
| |
| * I am willing and able to speak with him or her in an open and transparent way to provide insights that will benefit the organization |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The feedback I receive from him or her is appropriate, useful and enables me to continuously raise my level of effectiveness |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with me and my colleagues on project work, committee work and in other circumstances is constructive, professional and respectful |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with clients and his or her ability to manage and build sustainable client relationships is strong |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| What he or she does that works especially well is: | | |
|
|
|
|
| |
| What he or she does that could work even better is: | | |
|
|
|
|
| |
| The most important leadership characteristic that he or she could improve/change so that the organization can continue to grow in sustainable way is: | | |
|
|
|
|
| |
| Individual Partner Feedback - Marie Schiller |
| |
|
| |
| Please consider Marie Schiller for the following statements/questions |
| |
|
| |
| * I am willing and able to speak with him or her in an open and transparent way to provide insights that will benefit the organization |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The feedback I receive from him or her is appropriate, useful and enables me to continuously raise my level of effectiveness |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with me and my colleagues on project work, committee work and in other circumstances is constructive, professional and respectful |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with clients and his or her ability to manage and build sustainable client relationships is strong |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| What he or she does that works especially well is: | | |
|
|
|
|
| |
| What he or she does that could work even better is: | | |
|
|
|
|
| |
| The most important leadership characteristic that he or she could improve/change so that the organization can continue to grow in sustainable way is: | | |
|
|
|
|
| |
| Individual Partner Feedback - Mark Speers |
| |
|
| |
| Please consider Mark Speers for the following statements/questions |
| |
|
| |
| * I am willing and able to speak with him or her in an open and transparent way to provide insights that will benefit the organization |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The feedback I receive from him or her is appropriate, useful and enables me to continuously raise my level of effectiveness |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with me and my colleagues on project work, committee work and in other circumstances is constructive, professional and respectful |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with clients and his or her ability to manage and build sustainable client relationships is strong |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| What he or she does that works especially well is: | | |
|
|
|
|
| |
| What he or she does that could work even better is: | | |
|
|
|
|
| |
| The most important leadership characteristic that he or she could improve/change so that the organization can continue to grow in sustainable way is: | | |
|
|
|
|
| |
| Individual Partner Feedback - Paula Ness Speers |
| |
|
| |
| Please consider Paula Ness Speers for the following statements/questions |
| |
|
| |
| * I am willing and able to speak with him or her in an open and transparent way to provide insights that will benefit the organization |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The feedback I receive from him or her is appropriate, useful and enables me to continuously raise my level of effectiveness |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with me and my colleagues on project work, committee work and in other circumstances is constructive, professional and respectful |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with clients and his or her ability to manage and build sustainable client relationships is strong |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| What he or she does that works especially well is: | | |
|
|
|
|
| |
| What he or she does that could work even better is: | | |
|
|
|
|
| |
| The most important leadership characteristic that he or she could improve/change so that the organization can continue to grow in sustainable way is: | | |
|
|
|
|
| |
| Individual Partner Feedback - Skip Irving |
| |
|
| |
| Please consider Skip Irving for the following statements/questions |
| |
|
| |
| * I am willing and able to speak with him or her in an open and transparent way to provide insights that will benefit the organization |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * The feedback I receive from him or her is appropriate, useful and enables me to continuously raise my level of effectiveness |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with me and my colleagues on project work, committee work and in other circumstances is constructive, professional and respectful |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| * His or her interaction with clients and his or her ability to manage and build sustainable client relationships is strong |
| |
|
|
| |
| Please provide examples of what works well, what is not working well, and ideas for improvement or desired changes | | |
|
|
|
|
| |
| What he or she does that works especially well is: | | |
|
|
|
|
| |
| What he or she does that could work even better is: | | |
|
|
|
|
| |
| The most important leadership characteristic that he or she could improve/change so that the organization can continue to grow in sustainable way is: | | |
|
|
|
|
|
|
| |
| Please add any other comments you would like to share with Judith for the benefit of the management team: | | |
|
|
|
|
Loading...
