Human Intelligent (HI) Workplace
Helping Leaders Help Themselves

LEADERSHIP BEHAVIOUR EFFECTIVENESS QUESTIONNAIRE

Perception from others on my Leadership Behaviors

The following is a questionnaire for you to have your staff, colleagues, and superior complete on you. You can provide this directly to them and have them provide you their completed instrument or you can create a process whereby the feedback is anonymous.

It is intended for you to gain insights into what others think of your management and leadership behaviors. With this input along with your own completed assessment can serve as a powerful reflection tool and activity. It is intended to assist you on focusing on your development as you move into the new role of supervisor, manager, in essence as “the boss”. The key here is not to be defensive on the feedback you get, but to ensure you understand what it is saying and develop a plan to work on it.  This is intended for you as a starting point in your ongoing development as a someone in a leadership role.

After you complete your evaluation and get feedback from others you may want to partner with an Executive Coach, your HR Business Partner, or someone that can help you reflect and develop an action plan for yourself to continue to improve your effectiveness. You will also want to share with those that completed the instrument on you what you’ve learned and what you hope to work on moving forward.

 

SCALE
1 – Strongly Disagree (SD)    2 – Disagree (D)    3 – Neutral (N)    4 – Agree (A)    5 – Strongly Agree (SA) 

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This input is from the perspective of a
1. I believe he/she communicates their expectations, directions, and instructions clearly.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
2. I believe this individual listens to concerns of the team, staff members, and colleagues
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
3. She/he provides on-going feedback and shares their appreciation for the work the team members do.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
4. He/she is open to feedback on how they support the team members and create a great workplace experience.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
5. She/he is open to other ways of addressing an issue that someone might surface.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
6. When an issue or problem arises, they engage as needed to enable the subordinates and team to achieve success
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
7. I believe this individual is a strong team development supervisor.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
8. He/she treat all of their subordinate’s fair and do not demonstrate favoritism.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
9. He/she creates an empowering environment where everyone remains engaged in the work, they are involved in.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
10. She/he works with each of their subordinates to develop their developmental areas and maximize their strengths.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
11. I believe this individual creates a trusting work environment and works to create a transparent workplace.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
12. This individual is sensitive to the diversity of the team members and see this as a strength for the team and department.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
13. If individuals work away from the primary location of this individual, they make the extra effort to reach out and ensure they are engaged and that their needs are being met.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
14. This individual communicates up to their management team, the team/department challenges, and successes.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)
15. I believe this individual is a good boss and demonstrates quality management and leadership skills.
1 (SD)2 (D)3 (N)4 (A)5 (SA)
1 (SD)
2 (D)
3 (N)
4 (A)
5 (SA)