Awaken Global Leadership Survey (Singapore)

Thank you for participating in the Global Leadership Survey. Your participation will be very valuable for us to explore the challenges and opportunities of global leadership. The survey will take 10-15 minutes.

All responses will be strictly confidential and results will never be attributed to any individual without prior consent. Results will be aggregated and summarized. No information will be sold or shared with anyone outside of The Awaken Group.

All * are required.

Question Title

* 2. How prepared do you feel for global growth?

Very Prepared

Moderately Prepared

Little Prepared

Unprepared

Other (please specify)

	Customers	Suppliers	Partners	Investors	Operations	Employees
None	None Customers	None Suppliers	None Partners	None Investors	None Operations	None Employees
<20%	<20% Customers	<20% Suppliers	<20% Partners	<20% Investors	<20% Operations	<20% Employees
20-40%	20-40% Customers	20-40% Suppliers	20-40% Partners	20-40% Investors	20-40% Operations	20-40% Employees
40-60%	40-60% Customers	40-60% Suppliers	40-60% Partners	40-60% Investors	40-60% Operations	40-60% Employees
60-80%	60-80% Customers	60-80% Suppliers	60-80% Partners	60-80% Investors	60-80% Operations	60-80% Employees
>80%	>80% Customers	>80% Suppliers	>80% Partners	>80% Investors	>80% Operations	>80% Employees

Customers

Suppliers

Partners

Investors

Operations

Employees

None

None Customers

None Suppliers

None Partners

None Investors

None Operations

None Employees

<20%

<20% Customers

<20% Suppliers

<20% Partners

<20% Investors

<20% Operations

<20% Employees

20-40%

20-40% Customers

20-40% Suppliers

20-40% Partners

20-40% Investors

20-40% Operations

20-40% Employees

40-60%

40-60% Customers

40-60% Suppliers

40-60% Partners

40-60% Investors

40-60% Operations

40-60% Employees

60-80%

60-80% Customers

60-80% Suppliers

60-80% Partners

60-80% Investors

60-80% Operations

60-80% Employees

>80%

>80% Customers

>80% Suppliers

>80% Partners

>80% Investors

>80% Operations

>80% Employees

	Customers	Suppliers	Partners	Investors	Operations	Employees
None	None Customers	None Suppliers	None Partners	None Investors	None Operations	None Employees
<20%	<20% Customers	<20% Suppliers	<20% Partners	<20% Investors	<20% Operations	<20% Employees
20-40%	20-40% Customers	20-40% Suppliers	20-40% Partners	20-40% Investors	20-40% Operations	20-40% Employees
40-60%	40-60% Customers	40-60% Suppliers	40-60% Partners	40-60% Investors	40-60% Operations	40-60% Employees
60-80%	60-80% Customers	60-80% Suppliers	60-80% Partners	60-80% Investors	60-80% Operations	60-80% Employees
>80%	>80% Customers	>80% Suppliers	>80% Partners	>80% Investors	>80% Operations	>80% Employees

Customers

Suppliers

Partners

Investors

Operations

Employees

None

None Customers

None Suppliers

None Partners

None Investors

None Operations

None Employees

<20%

<20% Customers

<20% Suppliers

<20% Partners

<20% Investors

<20% Operations

<20% Employees

20-40%

20-40% Customers

20-40% Suppliers

20-40% Partners

20-40% Investors

20-40% Operations

20-40% Employees

40-60%

40-60% Customers

40-60% Suppliers

40-60% Partners

40-60% Investors

40-60% Operations

40-60% Employees

60-80%

60-80% Customers

60-80% Suppliers

60-80% Partners

60-80% Investors

60-80% Operations

60-80% Employees

>80%

>80% Customers

>80% Suppliers

>80% Partners

>80% Investors

>80% Operations

>80% Employees

	Critical to succeed	Very important	Required / can outsource	Nice to have, but not required	Unimportant
Create/revamp culture of innovation and creativity within organization	Create/revamp culture of innovation and creativity within organization Critical to succeed	Create/revamp culture of innovation and creativity within organization Very important	Create/revamp culture of innovation and creativity within organization Required / can outsource	Create/revamp culture of innovation and creativity within organization Nice to have, but not required	Create/revamp culture of innovation and creativity within organization Unimportant
Enhance ability to adapt to constant change	Enhance ability to adapt to constant change Critical to succeed	Enhance ability to adapt to constant change Very important	Enhance ability to adapt to constant change Required / can outsource	Enhance ability to adapt to constant change Nice to have, but not required	Enhance ability to adapt to constant change Unimportant
Developing leaders (e.g., top 100)	Developing leaders (e.g., top 100) Critical to succeed	Developing leaders (e.g., top 100) Very important	Developing leaders (e.g., top 100) Required / can outsource	Developing leaders (e.g., top 100) Nice to have, but not required	Developing leaders (e.g., top 100) Unimportant
Hiring right managers and leaders	Hiring right managers and leaders Critical to succeed	Hiring right managers and leaders Very important	Hiring right managers and leaders Required / can outsource	Hiring right managers and leaders Nice to have, but not required	Hiring right managers and leaders Unimportant
CEO succession	CEO succession Critical to succeed	CEO succession Very important	CEO succession Required / can outsource	CEO succession Nice to have, but not required	CEO succession Unimportant
Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives)	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Critical to succeed	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Very important	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Required / can outsource	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Nice to have, but not required	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Unimportant
Increase awareness around individual and organizational strengths and development needs	Increase awareness around individual and organizational strengths and development needs Critical to succeed	Increase awareness around individual and organizational strengths and development needs Very important	Increase awareness around individual and organizational strengths and development needs Required / can outsource	Increase awareness around individual and organizational strengths and development needs Nice to have, but not required	Increase awareness around individual and organizational strengths and development needs Unimportant
Providing resources to management for development (e.g., coaching, training)	Providing resources to management for development (e.g., coaching, training) Critical to succeed	Providing resources to management for development (e.g., coaching, training) Very important	Providing resources to management for development (e.g., coaching, training) Required / can outsource	Providing resources to management for development (e.g., coaching, training) Nice to have, but not required	Providing resources to management for development (e.g., coaching, training) Unimportant

Critical to succeed

Very important

Required / can outsource

Nice to have, but not required

Unimportant

Create/revamp culture of innovation and creativity within organization

Create/revamp culture of innovation and creativity within organization Critical to succeed

Create/revamp culture of innovation and creativity within organization Very important

Create/revamp culture of innovation and creativity within organization Required / can outsource

Create/revamp culture of innovation and creativity within organization Nice to have, but not required

Create/revamp culture of innovation and creativity within organization Unimportant

Enhance ability to adapt to constant change

Enhance ability to adapt to constant change Critical to succeed

Enhance ability to adapt to constant change Very important

Enhance ability to adapt to constant change Required / can outsource

Enhance ability to adapt to constant change Nice to have, but not required

Enhance ability to adapt to constant change Unimportant

Developing leaders (e.g., top 100)

Developing leaders (e.g., top 100) Critical to succeed

Developing leaders (e.g., top 100) Very important

Developing leaders (e.g., top 100) Required / can outsource

Developing leaders (e.g., top 100) Nice to have, but not required

Developing leaders (e.g., top 100) Unimportant

Hiring right managers and leaders

Hiring right managers and leaders Critical to succeed

Hiring right managers and leaders Very important

Hiring right managers and leaders Required / can outsource

Hiring right managers and leaders Nice to have, but not required

Hiring right managers and leaders Unimportant

CEO succession

CEO succession Critical to succeed

CEO succession Very important

CEO succession Required / can outsource

CEO succession Nice to have, but not required

CEO succession Unimportant

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives)

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Critical to succeed

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Very important

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Required / can outsource

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Nice to have, but not required

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Unimportant

Increase awareness around individual and organizational strengths and development needs

Increase awareness around individual and organizational strengths and development needs Critical to succeed

Increase awareness around individual and organizational strengths and development needs Very important

Increase awareness around individual and organizational strengths and development needs Required / can outsource

Increase awareness around individual and organizational strengths and development needs Nice to have, but not required

Increase awareness around individual and organizational strengths and development needs Unimportant

Providing resources to management for development (e.g., coaching, training)

Providing resources to management for development (e.g., coaching, training) Critical to succeed

Providing resources to management for development (e.g., coaching, training) Very important

Providing resources to management for development (e.g., coaching, training) Required / can outsource

Providing resources to management for development (e.g., coaching, training) Nice to have, but not required

Providing resources to management for development (e.g., coaching, training) Unimportant

	Very prepared	Moderately prepared	Little prepared	Unprepared	Other (please specify) below
Create/revamp culture of innovation and creativity within organization	Create/revamp culture of innovation and creativity within organization Very prepared	Create/revamp culture of innovation and creativity within organization Moderately prepared	Create/revamp culture of innovation and creativity within organization Little prepared	Create/revamp culture of innovation and creativity within organization Unprepared	Create/revamp culture of innovation and creativity within organization Other (please specify) below
Enhance ability to adapt to constant change	Enhance ability to adapt to constant change Very prepared	Enhance ability to adapt to constant change Moderately prepared	Enhance ability to adapt to constant change Little prepared	Enhance ability to adapt to constant change Unprepared	Enhance ability to adapt to constant change Other (please specify) below
Developing leaders (e.g., top 100)	Developing leaders (e.g., top 100) Very prepared	Developing leaders (e.g., top 100) Moderately prepared	Developing leaders (e.g., top 100) Little prepared	Developing leaders (e.g., top 100) Unprepared	Developing leaders (e.g., top 100) Other (please specify) below
Hiring right managers and leaders	Hiring right managers and leaders Very prepared	Hiring right managers and leaders Moderately prepared	Hiring right managers and leaders Little prepared	Hiring right managers and leaders Unprepared	Hiring right managers and leaders Other (please specify) below
CEO succession	CEO succession Very prepared	CEO succession Moderately prepared	CEO succession Little prepared	CEO succession Unprepared	CEO succession Other (please specify) below
Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives)	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Very prepared	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Moderately prepared	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Little prepared	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Unprepared	Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Other (please specify) below
Increase awareness around individual and organizational strengths and development needs	Increase awareness around individual and organizational strengths and development needs Very prepared	Increase awareness around individual and organizational strengths and development needs Moderately prepared	Increase awareness around individual and organizational strengths and development needs Little prepared	Increase awareness around individual and organizational strengths and development needs Unprepared	Increase awareness around individual and organizational strengths and development needs Other (please specify) below
Providing resources to management for development (e.g., coaching, training)	Providing resources to management for development (e.g., coaching, training) Very prepared	Providing resources to management for development (e.g., coaching, training) Moderately prepared	Providing resources to management for development (e.g., coaching, training) Little prepared	Providing resources to management for development (e.g., coaching, training) Unprepared	Providing resources to management for development (e.g., coaching, training) Other (please specify) below

Very prepared

Moderately prepared

Little prepared

Unprepared

Other (please specify) below

Create/revamp culture of innovation and creativity within organization

Create/revamp culture of innovation and creativity within organization Very prepared

Create/revamp culture of innovation and creativity within organization Moderately prepared

Create/revamp culture of innovation and creativity within organization Little prepared

Create/revamp culture of innovation and creativity within organization Unprepared

Create/revamp culture of innovation and creativity within organization Other (please specify) below

Enhance ability to adapt to constant change

Enhance ability to adapt to constant change Very prepared

Enhance ability to adapt to constant change Moderately prepared

Enhance ability to adapt to constant change Little prepared

Enhance ability to adapt to constant change Unprepared

Enhance ability to adapt to constant change Other (please specify) below

Developing leaders (e.g., top 100)

Developing leaders (e.g., top 100) Very prepared

Developing leaders (e.g., top 100) Moderately prepared

Developing leaders (e.g., top 100) Little prepared

Developing leaders (e.g., top 100) Unprepared

Developing leaders (e.g., top 100) Other (please specify) below

Hiring right managers and leaders

Hiring right managers and leaders Very prepared

Hiring right managers and leaders Moderately prepared

Hiring right managers and leaders Little prepared

Hiring right managers and leaders Unprepared

Hiring right managers and leaders Other (please specify) below

CEO succession

CEO succession Very prepared

CEO succession Moderately prepared

CEO succession Little prepared

CEO succession Unprepared

CEO succession Other (please specify) below

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives)

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Very prepared

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Moderately prepared

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Little prepared

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Unprepared

Create/Revamp people processes and systems (e.g., evaluation, feedback, incentives) Other (please specify) below

Increase awareness around individual and organizational strengths and development needs

Increase awareness around individual and organizational strengths and development needs Very prepared

Increase awareness around individual and organizational strengths and development needs Moderately prepared

Increase awareness around individual and organizational strengths and development needs Little prepared

Increase awareness around individual and organizational strengths and development needs Unprepared

Increase awareness around individual and organizational strengths and development needs Other (please specify) below

Providing resources to management for development (e.g., coaching, training)

Providing resources to management for development (e.g., coaching, training) Very prepared

Providing resources to management for development (e.g., coaching, training) Moderately prepared

Providing resources to management for development (e.g., coaching, training) Little prepared

Providing resources to management for development (e.g., coaching, training) Unprepared

Providing resources to management for development (e.g., coaching, training) Other (please specify) below

Awaken Global Leadership Survey (Singapore)

1. Global (multiple choice, ranking)

Question Title

* 1. Please enter your email address to verify your identity:

Question Title

* 2. How prepared do you feel for global growth?

Question Title

* 3. What percentage of your business is foreign? (Check all relevant)

Question Title

* 4. What percentage do you anticipate will be foreign in the next 3-5 years? (Check all relevant)

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* 5. Please rank each of the following people strategies in terms of importance in the next 3-5 years:

Question Title

* 6. How prepared are you to address the above?