Person-Centered Manager Self-Assessment PurposeThis self-assessment helps managers reflect on how consistently they apply person-centered practices in their day-to-day leadership. It focuses on observable behaviors rather than intentions or values.InstructionsFor each statement, select the option that best reflects your typical behavior, not your best day.Rating Scale1 = Rarely or inconsistently2 = Sometimes3 = Often4 = Consistently Psychological Safety & Trust Building Question Title * 1. I respond calmly when someone raises concerns or disagrees with me. Rarely or inconistently Sometimes Often Consistently Question Title * 2. I treat mistakes as opportunities to learn rather than to assign blame. Rarely or inconistently Sometimes Often Consistently Question Title * 3. I actively invite questions or alternative viewpoints. Rarely or inconistently Sometimes Often Consistently Question Title * 4. I notice when people are holding back and address it. Rarely or inconistently Sometimes Often Consistently Curiosity-Led Communication Question Title * 5. I seek to understand context before evaluating performance. Rarely or inconistently Sometimes Often Consistently Question Title * 6. I ask open-ended questions rather than jumping to solutions. Rarely or inconistently Sometimes Often Consistently Question Title * 7. I listen without interrupting or prematurely problem-solving. Rarely or inconistently Sometimes Often Consistently Question Title * 8. I check my assumptions when behavior surprises or frustrates me. Rarely or inconistently Sometimes Often Consistently Coaching & Development Orientation Question Title * 9. I help employees think through challenges rather than fixing them. Rarely or inconistently Sometimes Often Consistently Question Title * 10. I encourage reflection on what worked and what didn’t. Rarely or inconistently Sometimes Often Consistently Question Title * 11. I support growth even when it takes more time upfront. Rarely or inconistently Sometimes Often Consistently Question Title * 12. I adjust my approach based on an employee’s readiness and confidence. Rarely or inconistently Sometimes Often Consistently Individualization & Context Awareness Question Title * 13. I adapt my communication style to different team members. Rarely or inconistently Sometimes Often Consistently Question Title * 14. I ask employees what conditions help them do their best work. Rarely or inconistently Sometimes Often Consistently Question Title * 15. I consider workload, clarity, and stress before labeling performance issues. Rarely or inconistently Sometimes Often Consistently Question Title * 16. I avoid one-size-fits-all management approaches. Rarely or inconistently Sometimes Often Consistently Clear Expectations & Fair Accountability Question Title * 17. I set clear priorities and expectations. Rarely or inconistently Sometimes Often Consistently Question Title * 18. I address performance concerns early and respectfully. Rarely or inconistently Sometimes Often Consistently Question Title * 19. I distinguish between skill gaps and conduct issues. Rarely or inconistently Sometimes Often Consistently Question Title * 20. I apply standards consistently while allowing reasonable flexibility Rarely or inconistently Sometimes Often Consistently Emotionally Regulated Leadership Question Title * 21. I remain steady under pressure or conflict. Rarely or inconistently Sometimes Often Consistently Question Title * 22. I am aware of how my tone and reactions affect others. Rarely or inconistently Sometimes Often Consistently Question Title * 23. I pause before responding when emotions are high. Rarely or inconistently Sometimes Often Consistently Question Title * 24. I acknowledge and repair missteps when needed. Rarely or inconistently Sometimes Often Consistently Feedback as Dialogue Question Title * 25. I give feedback regularly, not only during reviews. Rarely or inconistently Sometimes Often Consistently Question Title * 26. I invite feedback from my team and peers. Rarely or inconistently Sometimes Often Consistently Question Title * 27. I frame feedback around growth, not judgment. Rarely or inconistently Sometimes Often Consistently Question Title * 28. I follow up to ensure feedback was understood and useful. Rarely or inconistently Sometimes Often Consistently Ethical & Inclusive Decision-Making Question Title * 29. I consider how decisions affect different people differently. Rarely or inconistently Sometimes Often Consistently Question Title * 30. I avoid assumptions about motivation, intent, or capability. Rarely or inconistently Sometimes Often Consistently Question Title * 31. I escalate concerns when harm or risk is present. Rarely or inconistently Sometimes Often Consistently Question Title * 32. I balance business needs with duty of care. Rarely or inconistently Sometimes Often Consistently Submit