Leader Self Assessment: Fostering Psychologically Safe + Positive Work Environments

Leadership

Congratulations! When developing psychologically safe leadership strategies, assessment is the third step - so you are well on your way to leadership greatness. Acting on your results will be your next step. This will support continual improvement, risk mitigation and growth strategies.

After completing the assessment, develop a simple action plan to implement or improve specific strategies.

Question Title

* 1. Legal and Regulatory Please choose the rating which is most accurate for each of the following sentences.

	1 - Yes	2 - No	3 - Getting up to speed
I understand my duties and responsibilities with regard to psychosocial hazards under state-based Workplace health and safety laws.	I understand my duties and responsibilities with regard to psychosocial hazards under state-based Workplace health and safety laws. 1 - Yes	I understand my duties and responsibilities with regard to psychosocial hazards under state-based Workplace health and safety laws. 2 - No	I understand my duties and responsibilities with regard to psychosocial hazards under state-based Workplace health and safety laws. 3 - Getting up to speed
I understand the new laws and requirements under respect@work and my duties and responsibilities as a leader /and or member of a governance board.	I understand the new laws and requirements under respect@work and my duties and responsibilities as a leader /and or member of a governance board. 1 - Yes	I understand the new laws and requirements under respect@work and my duties and responsibilities as a leader /and or member of a governance board. 2 - No	I understand the new laws and requirements under respect@work and my duties and responsibilities as a leader /and or member of a governance board. 3 - Getting up to speed
We are actively identifying psychosocial hazards with our employees and volunteers and board/committee members.	We are actively identifying psychosocial hazards with our employees and volunteers and board/committee members. 1 - Yes	We are actively identifying psychosocial hazards with our employees and volunteers and board/committee members. 2 - No	We are actively identifying psychosocial hazards with our employees and volunteers and board/committee members. 3 - Getting up to speed
We are actively identifying psychosocial hazards with our customers and clients.	We are actively identifying psychosocial hazards with our customers and clients. 1 - Yes	We are actively identifying psychosocial hazards with our customers and clients. 2 - No	We are actively identifying psychosocial hazards with our customers and clients. 3 - Getting up to speed
We have identified the key risks in our business (ie governance, clinical) as a result of psychologically unsafe teams and cultures.	We have identified the key risks in our business (ie governance, clinical) as a result of psychologically unsafe teams and cultures. 1 - Yes	We have identified the key risks in our business (ie governance, clinical) as a result of psychologically unsafe teams and cultures. 2 - No	We have identified the key risks in our business (ie governance, clinical) as a result of psychologically unsafe teams and cultures. 3 - Getting up to speed
We have mapped cultural differences to identify any barriers or restrictions to psychological safety.	We have mapped cultural differences to identify any barriers or restrictions to psychological safety. 1 - Yes	We have mapped cultural differences to identify any barriers or restrictions to psychological safety. 2 - No	We have mapped cultural differences to identify any barriers or restrictions to psychological safety. 3 - Getting up to speed

Question Title

* 2. Communication & Collaboration: Please choose the rating which is most accurate for each of the following sentences.

	1 - Never	2 - Rarely	3 - Sometimes	4 - Often	5 - Always
I know how and when to alter my communication style to facilitate effective interaction with diverse employee personalities, emotional states, or learning styles.	I know how and when to alter my communication style to facilitate effective interaction with diverse employee personalities, emotional states, or learning styles. 1 - Never	I know how and when to alter my communication style to facilitate effective interaction with diverse employee personalities, emotional states, or learning styles. 2 - Rarely	I know how and when to alter my communication style to facilitate effective interaction with diverse employee personalities, emotional states, or learning styles. 3 - Sometimes	I know how and when to alter my communication style to facilitate effective interaction with diverse employee personalities, emotional states, or learning styles. 4 - Often	I know how and when to alter my communication style to facilitate effective interaction with diverse employee personalities, emotional states, or learning styles. 5 - Always
I ensure that all employees who report to me have clarity in terms of job expectations and task priorities.	I ensure that all employees who report to me have clarity in terms of job expectations and task priorities. 1 - Never	I ensure that all employees who report to me have clarity in terms of job expectations and task priorities. 2 - Rarely	I ensure that all employees who report to me have clarity in terms of job expectations and task priorities. 3 - Sometimes	I ensure that all employees who report to me have clarity in terms of job expectations and task priorities. 4 - Often	I ensure that all employees who report to me have clarity in terms of job expectations and task priorities. 5 - Always
I seek feedback from employees about what might be currently challenging or frustrating them at work.	I seek feedback from employees about what might be currently challenging or frustrating them at work. 1 - Never	I seek feedback from employees about what might be currently challenging or frustrating them at work. 2 - Rarely	I seek feedback from employees about what might be currently challenging or frustrating them at work. 3 - Sometimes	I seek feedback from employees about what might be currently challenging or frustrating them at work. 4 - Often	I seek feedback from employees about what might be currently challenging or frustrating them at work. 5 - Always
I seek input about each employee’s professional development goals.	I seek input about each employee’s professional development goals. 1 - Never	I seek input about each employee’s professional development goals. 2 - Rarely	I seek input about each employee’s professional development goals. 3 - Sometimes	I seek input about each employee’s professional development goals. 4 - Often	I seek input about each employee’s professional development goals. 5 - Always
I provide positive, constructive feedback to employees with the intent of helping them grow and develop.	I provide positive, constructive feedback to employees with the intent of helping them grow and develop. 1 - Never	I provide positive, constructive feedback to employees with the intent of helping them grow and develop. 2 - Rarely	I provide positive, constructive feedback to employees with the intent of helping them grow and develop. 3 - Sometimes	I provide positive, constructive feedback to employees with the intent of helping them grow and develop. 4 - Often	I provide positive, constructive feedback to employees with the intent of helping them grow and develop. 5 - Always
I actively encourage employees to suggest ideas for new workplace experiences that they may value or benefit from (e.g., committee work, mentoring, job shadowing).	I actively encourage employees to suggest ideas for new workplace experiences that they may value or benefit from (e.g., committee work, mentoring, job shadowing). 1 - Never	I actively encourage employees to suggest ideas for new workplace experiences that they may value or benefit from (e.g., committee work, mentoring, job shadowing). 2 - Rarely	I actively encourage employees to suggest ideas for new workplace experiences that they may value or benefit from (e.g., committee work, mentoring, job shadowing). 3 - Sometimes	I actively encourage employees to suggest ideas for new workplace experiences that they may value or benefit from (e.g., committee work, mentoring, job shadowing). 4 - Often	I actively encourage employees to suggest ideas for new workplace experiences that they may value or benefit from (e.g., committee work, mentoring, job shadowing). 5 - Always
I provide employees with opportunities (formal or informal) to develop their interpersonal skills at work.	I provide employees with opportunities (formal or informal) to develop their interpersonal skills at work. 1 - Never	I provide employees with opportunities (formal or informal) to develop their interpersonal skills at work. 2 - Rarely	I provide employees with opportunities (formal or informal) to develop their interpersonal skills at work. 3 - Sometimes	I provide employees with opportunities (formal or informal) to develop their interpersonal skills at work. 4 - Often	I provide employees with opportunities (formal or informal) to develop their interpersonal skills at work. 5 - Always
I discuss with my team how we can all work better together.	I discuss with my team how we can all work better together. 1 - Never	I discuss with my team how we can all work better together. 2 - Rarely	I discuss with my team how we can all work better together. 3 - Sometimes	I discuss with my team how we can all work better together. 4 - Often	I discuss with my team how we can all work better together. 5 - Always
I verbalise my appreciation to employees for their individual tasks and efforts at work.	I verbalise my appreciation to employees for their individual tasks and efforts at work. 1 - Never	I verbalise my appreciation to employees for their individual tasks and efforts at work. 2 - Rarely	I verbalise my appreciation to employees for their individual tasks and efforts at work. 3 - Sometimes	I verbalise my appreciation to employees for their individual tasks and efforts at work. 4 - Often	I verbalise my appreciation to employees for their individual tasks and efforts at work. 5 - Always
I recognise the successes and achievements of my team.	I recognise the successes and achievements of my team. 1 - Never	I recognise the successes and achievements of my team. 2 - Rarely	I recognise the successes and achievements of my team. 3 - Sometimes	I recognise the successes and achievements of my team. 4 - Often	I recognise the successes and achievements of my team. 5 - Always
I demonstrate genuine appreciation to individual employees for the specific work they do.	I demonstrate genuine appreciation to individual employees for the specific work they do. 1 - Never	I demonstrate genuine appreciation to individual employees for the specific work they do. 2 - Rarely	I demonstrate genuine appreciation to individual employees for the specific work they do. 3 - Sometimes	I demonstrate genuine appreciation to individual employees for the specific work they do. 4 - Often	I demonstrate genuine appreciation to individual employees for the specific work they do. 5 - Always
I have, one-to-one meetings with each team member to discuss issues that affect their work, including how their work links to organisational goals and objectives.	I have, one-to-one meetings with each team member to discuss issues that affect their work, including how their work links to organisational goals and objectives. 1 - Never	I have, one-to-one meetings with each team member to discuss issues that affect their work, including how their work links to organisational goals and objectives. 2 - Rarely	I have, one-to-one meetings with each team member to discuss issues that affect their work, including how their work links to organisational goals and objectives. 3 - Sometimes	I have, one-to-one meetings with each team member to discuss issues that affect their work, including how their work links to organisational goals and objectives. 4 - Often	I have, one-to-one meetings with each team member to discuss issues that affect their work, including how their work links to organisational goals and objectives. 5 - Always
I ensure employees are kept up to date when there are proposed or actual changes in processes, policies or priorities that could impact their work.	I ensure employees are kept up to date when there are proposed or actual changes in processes, policies or priorities that could impact their work. 1 - Never	I ensure employees are kept up to date when there are proposed or actual changes in processes, policies or priorities that could impact their work. 2 - Rarely	I ensure employees are kept up to date when there are proposed or actual changes in processes, policies or priorities that could impact their work. 3 - Sometimes	I ensure employees are kept up to date when there are proposed or actual changes in processes, policies or priorities that could impact their work. 4 - Often	I ensure employees are kept up to date when there are proposed or actual changes in processes, policies or priorities that could impact their work. 5 - Always
Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns.	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 1 - Never	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 2 - Rarely	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 3 - Sometimes	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 4 - Often	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 5 - Always
I conduct check-ins to help each employee maximise their capabilities and potential on the job.	I conduct check-ins to help each employee maximise their capabilities and potential on the job. 1 - Never	I conduct check-ins to help each employee maximise their capabilities and potential on the job. 2 - Rarely	I conduct check-ins to help each employee maximise their capabilities and potential on the job. 3 - Sometimes	I conduct check-ins to help each employee maximise their capabilities and potential on the job. 4 - Often	I conduct check-ins to help each employee maximise their capabilities and potential on the job. 5 - Always

Question Title

* 3. Social Intelligence: Please choose the rating which is most accurate for each of the following sentences.

	1 - Never	2 - Rarely	3 - Sometimes	4 - Often	5 - Always
I refer employees experiencing distress, mental health issues or disabilities to appropriate resources in the organisation or community.	I refer employees experiencing distress, mental health issues or disabilities to appropriate resources in the organisation or community. 1 - Never	I refer employees experiencing distress, mental health issues or disabilities to appropriate resources in the organisation or community. 2 - Rarely	I refer employees experiencing distress, mental health issues or disabilities to appropriate resources in the organisation or community. 3 - Sometimes	I refer employees experiencing distress, mental health issues or disabilities to appropriate resources in the organisation or community. 4 - Often	I refer employees experiencing distress, mental health issues or disabilities to appropriate resources in the organisation or community. 5 - Always
I am comfortable when employees share their emotional or personal concerns with me.	I am comfortable when employees share their emotional or personal concerns with me. 1 - Never	I am comfortable when employees share their emotional or personal concerns with me. 2 - Rarely	I am comfortable when employees share their emotional or personal concerns with me. 3 - Sometimes	I am comfortable when employees share their emotional or personal concerns with me. 4 - Often	I am comfortable when employees share their emotional or personal concerns with me. 5 - Always
I’m effective at dealing with employees’ emotional reactions even when I have high work stress.	I’m effective at dealing with employees’ emotional reactions even when I have high work stress. 1 - Never	I’m effective at dealing with employees’ emotional reactions even when I have high work stress. 2 - Rarely	I’m effective at dealing with employees’ emotional reactions even when I have high work stress. 3 - Sometimes	I’m effective at dealing with employees’ emotional reactions even when I have high work stress. 4 - Often	I’m effective at dealing with employees’ emotional reactions even when I have high work stress. 5 - Always
Employees can easily access me if they need someone to listen.	Employees can easily access me if they need someone to listen. 1 - Never	Employees can easily access me if they need someone to listen. 2 - Rarely	Employees can easily access me if they need someone to listen. 3 - Sometimes	Employees can easily access me if they need someone to listen. 4 - Often	Employees can easily access me if they need someone to listen. 5 - Always
I keep my team motivated and positive, even when stress or pressures are high.	I keep my team motivated and positive, even when stress or pressures are high. 1 - Never	I keep my team motivated and positive, even when stress or pressures are high. 2 - Rarely	I keep my team motivated and positive, even when stress or pressures are high. 3 - Sometimes	I keep my team motivated and positive, even when stress or pressures are high. 4 - Often	I keep my team motivated and positive, even when stress or pressures are high. 5 - Always
I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination.	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 1 - Never	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 2 - Rarely	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 3 - Sometimes	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 4 - Often	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 5 - Always
I actively strive to facilitate respectful and non-judgmental discussions about mental health in the workplace.	I actively strive to facilitate respectful and non-judgmental discussions about mental health in the workplace. 1 - Never	I actively strive to facilitate respectful and non-judgmental discussions about mental health in the workplace. 2 - Rarely	I actively strive to facilitate respectful and non-judgmental discussions about mental health in the workplace. 3 - Sometimes	I actively strive to facilitate respectful and non-judgmental discussions about mental health in the workplace. 4 - Often	I actively strive to facilitate respectful and non-judgmental discussions about mental health in the workplace. 5 - Always
I encourage solution-focused discussions about issues that affect work relationships and morale.	I encourage solution-focused discussions about issues that affect work relationships and morale. 1 - Never	I encourage solution-focused discussions about issues that affect work relationships and morale. 2 - Rarely	I encourage solution-focused discussions about issues that affect work relationships and morale. 3 - Sometimes	I encourage solution-focused discussions about issues that affect work relationships and morale. 4 - Often	I encourage solution-focused discussions about issues that affect work relationships and morale. 5 - Always
During times of high work stress, I remain positive in my language and attitude with my employees.	During times of high work stress, I remain positive in my language and attitude with my employees. 1 - Never	During times of high work stress, I remain positive in my language and attitude with my employees. 2 - Rarely	During times of high work stress, I remain positive in my language and attitude with my employees. 3 - Sometimes	During times of high work stress, I remain positive in my language and attitude with my employees. 4 - Often	During times of high work stress, I remain positive in my language and attitude with my employees. 5 - Always
I motivate all of my employees to do their best work and achieve their job goals.	I motivate all of my employees to do their best work and achieve their job goals. 1 - Never	I motivate all of my employees to do their best work and achieve their job goals. 2 - Rarely	I motivate all of my employees to do their best work and achieve their job goals. 3 - Sometimes	I motivate all of my employees to do their best work and achieve their job goals. 4 - Often	I motivate all of my employees to do their best work and achieve their job goals. 5 - Always
I help each employee foster a sense of purpose and meaning in their work.	I help each employee foster a sense of purpose and meaning in their work. 1 - Never	I help each employee foster a sense of purpose and meaning in their work. 2 - Rarely	I help each employee foster a sense of purpose and meaning in their work. 3 - Sometimes	I help each employee foster a sense of purpose and meaning in their work. 4 - Often	I help each employee foster a sense of purpose and meaning in their work. 5 - Always
During times of high work demands, I work even harder at keeping my employees motivated and engaged.	During times of high work demands, I work even harder at keeping my employees motivated and engaged. 1 - Never	During times of high work demands, I work even harder at keeping my employees motivated and engaged. 2 - Rarely	During times of high work demands, I work even harder at keeping my employees motivated and engaged. 3 - Sometimes	During times of high work demands, I work even harder at keeping my employees motivated and engaged. 4 - Often	During times of high work demands, I work even harder at keeping my employees motivated and engaged. 5 - Always
I notice when an employee is disengaged, and I try to help resolve the challenges they are facing.	I notice when an employee is disengaged, and I try to help resolve the challenges they are facing. 1 - Never	I notice when an employee is disengaged, and I try to help resolve the challenges they are facing. 2 - Rarely	I notice when an employee is disengaged, and I try to help resolve the challenges they are facing. 3 - Sometimes	I notice when an employee is disengaged, and I try to help resolve the challenges they are facing. 4 - Often	I notice when an employee is disengaged, and I try to help resolve the challenges they are facing. 5 - Always
I facilitate development of interpersonal (communication between people) skills, in addition to the development of technical job skills.	I facilitate development of interpersonal (communication between people) skills, in addition to the development of technical job skills. 1 - Never	I facilitate development of interpersonal (communication between people) skills, in addition to the development of technical job skills. 2 - Rarely	I facilitate development of interpersonal (communication between people) skills, in addition to the development of technical job skills. 3 - Sometimes	I facilitate development of interpersonal (communication between people) skills, in addition to the development of technical job skills. 4 - Often	I facilitate development of interpersonal (communication between people) skills, in addition to the development of technical job skills. 5 - Always
I find opportunities for employees to utilise their personal strengths at work.	I find opportunities for employees to utilise their personal strengths at work. 1 - Never	I find opportunities for employees to utilise their personal strengths at work. 2 - Rarely	I find opportunities for employees to utilise their personal strengths at work. 3 - Sometimes	I find opportunities for employees to utilise their personal strengths at work. 4 - Often	I find opportunities for employees to utilise their personal strengths at work. 5 - Always
I have a strong understanding of what makes each of my employees feel appreciated for their efforts.	I have a strong understanding of what makes each of my employees feel appreciated for their efforts. 1 - Never	I have a strong understanding of what makes each of my employees feel appreciated for their efforts. 2 - Rarely	I have a strong understanding of what makes each of my employees feel appreciated for their efforts. 3 - Sometimes	I have a strong understanding of what makes each of my employees feel appreciated for their efforts. 4 - Often	I have a strong understanding of what makes each of my employees feel appreciated for their efforts. 5 - Always
I recognise and reward employees for the work that they do that is meaningful /specific to each employee.	I recognise and reward employees for the work that they do that is meaningful /specific to each employee. 1 - Never	I recognise and reward employees for the work that they do that is meaningful /specific to each employee. 2 - Rarely	I recognise and reward employees for the work that they do that is meaningful /specific to each employee. 3 - Sometimes	I recognise and reward employees for the work that they do that is meaningful /specific to each employee. 4 - Often	I recognise and reward employees for the work that they do that is meaningful /specific to each employee. 5 - Always
I am aware of how my stress and frustration can impact others at work.	I am aware of how my stress and frustration can impact others at work. 1 - Never	I am aware of how my stress and frustration can impact others at work. 2 - Rarely	I am aware of how my stress and frustration can impact others at work. 3 - Sometimes	I am aware of how my stress and frustration can impact others at work. 4 - Often	I am aware of how my stress and frustration can impact others at work. 5 - Always

Question Title

* 4. Problem Solving + Conflict Management: Please choose the rating which is most accurate for each of the following sentences.

	1 - Never	2 - Rarely	3 - Sometimes	4 - Often	5 - Always
I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases.	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 1 - Never	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 2 - Rarely	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 3 - Sometimes	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 4 - Often	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 5 - Always
I ensure that all team members demonstrate civility in their workplace interactions.	I ensure that all team members demonstrate civility in their workplace interactions. 1 - Never	I ensure that all team members demonstrate civility in their workplace interactions. 2 - Rarely	I ensure that all team members demonstrate civility in their workplace interactions. 3 - Sometimes	I ensure that all team members demonstrate civility in their workplace interactions. 4 - Often	I ensure that all team members demonstrate civility in their workplace interactions. 5 - Always
I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants.	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 1 - Never	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 2 - Rarely	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 3 - Sometimes	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 4 - Often	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 5 - Always
As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done.	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 1 - Never	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 2 - Rarely	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 3 - Sometimes	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 4 - Often	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 5 - Always
I actively involve employees in discussions about how they can best achieve their work objectives.	I actively involve employees in discussions about how they can best achieve their work objectives. 1 - Never	I actively involve employees in discussions about how they can best achieve their work objectives. 2 - Rarely	I actively involve employees in discussions about how they can best achieve their work objectives. 3 - Sometimes	I actively involve employees in discussions about how they can best achieve their work objectives. 4 - Often	I actively involve employees in discussions about how they can best achieve their work objectives. 5 - Always
I help my employees manage their workload demands.	I help my employees manage their workload demands. 1 - Never	I help my employees manage their workload demands. 2 - Rarely	I help my employees manage their workload demands. 3 - Sometimes	I help my employees manage their workload demands. 4 - Often	I help my employees manage their workload demands. 5 - Always
My team feels comfortable talking to me when they are having challenges completing their tasks within their defined work hours.	My team feels comfortable talking to me when they are having challenges completing their tasks within their defined work hours. 1 - Never	My team feels comfortable talking to me when they are having challenges completing their tasks within their defined work hours. 2 - Rarely	My team feels comfortable talking to me when they are having challenges completing their tasks within their defined work hours. 3 - Sometimes	My team feels comfortable talking to me when they are having challenges completing their tasks within their defined work hours. 4 - Often	My team feels comfortable talking to me when they are having challenges completing their tasks within their defined work hours. 5 - Always
I monitor my team's workload demands on an ongoing basis, and make adjustments as needed.	I monitor my team's workload demands on an ongoing basis, and make adjustments as needed. 1 - Never	I monitor my team's workload demands on an ongoing basis, and make adjustments as needed. 2 - Rarely	I monitor my team's workload demands on an ongoing basis, and make adjustments as needed. 3 - Sometimes	I monitor my team's workload demands on an ongoing basis, and make adjustments as needed. 4 - Often	I monitor my team's workload demands on an ongoing basis, and make adjustments as needed. 5 - Always
When demands are high, I work with employees to prioritise tasks and responsibilities.	When demands are high, I work with employees to prioritise tasks and responsibilities. 1 - Never	When demands are high, I work with employees to prioritise tasks and responsibilities. 2 - Rarely	When demands are high, I work with employees to prioritise tasks and responsibilities. 3 - Sometimes	When demands are high, I work with employees to prioritise tasks and responsibilities. 4 - Often	When demands are high, I work with employees to prioritise tasks and responsibilities. 5 - Always
My staff come to me when they need help prioritising job tasks.	My staff come to me when they need help prioritising job tasks. 1 - Never	My staff come to me when they need help prioritising job tasks. 2 - Rarely	My staff come to me when they need help prioritising job tasks. 3 - Sometimes	My staff come to me when they need help prioritising job tasks. 4 - Often	My staff come to me when they need help prioritising job tasks. 5 - Always
I ensure that employees have the skills and resources they need to meet the psychological and emotional demands of their job.	I ensure that employees have the skills and resources they need to meet the psychological and emotional demands of their job. 1 - Never	I ensure that employees have the skills and resources they need to meet the psychological and emotional demands of their job. 2 - Rarely	I ensure that employees have the skills and resources they need to meet the psychological and emotional demands of their job. 3 - Sometimes	I ensure that employees have the skills and resources they need to meet the psychological and emotional demands of their job. 4 - Often	I ensure that employees have the skills and resources they need to meet the psychological and emotional demands of their job. 5 - Always
All my employees would agree that I fairly and promptly resolve workplace issues and disagreements.	All my employees would agree that I fairly and promptly resolve workplace issues and disagreements. 1 - Never	All my employees would agree that I fairly and promptly resolve workplace issues and disagreements. 2 - Rarely	All my employees would agree that I fairly and promptly resolve workplace issues and disagreements. 3 - Sometimes	All my employees would agree that I fairly and promptly resolve workplace issues and disagreements. 4 - Often	All my employees would agree that I fairly and promptly resolve workplace issues and disagreements. 5 - Always

Question Title

* 5. Security + Safety: Please choose the rating which is most accurate for each of the following sentences.

	1 - Never	2 - Rarely	3 - Sometimes	4 - Often	5 - Always
I ensure the mental and emotional effort required by my employees to do their work is reasonable.	I ensure the mental and emotional effort required by my employees to do their work is reasonable. 1 - Never	I ensure the mental and emotional effort required by my employees to do their work is reasonable. 2 - Rarely	I ensure the mental and emotional effort required by my employees to do their work is reasonable. 3 - Sometimes	I ensure the mental and emotional effort required by my employees to do their work is reasonable. 4 - Often	I ensure the mental and emotional effort required by my employees to do their work is reasonable. 5 - Always
I require employees to take their entitled breaks and time off (e.g., lunchtime, breaks, vacation time).	I require employees to take their entitled breaks and time off (e.g., lunchtime, breaks, vacation time). 1 - Never	I require employees to take their entitled breaks and time off (e.g., lunchtime, breaks, vacation time). 2 - Rarely	I require employees to take their entitled breaks and time off (e.g., lunchtime, breaks, vacation time). 3 - Sometimes	I require employees to take their entitled breaks and time off (e.g., lunchtime, breaks, vacation time). 4 - Often	I require employees to take their entitled breaks and time off (e.g., lunchtime, breaks, vacation time). 5 - Always
My team knows that I support and encourage them to maintain healthy work-life harmony.	My team knows that I support and encourage them to maintain healthy work-life harmony. 1 - Never	My team knows that I support and encourage them to maintain healthy work-life harmony. 2 - Rarely	My team knows that I support and encourage them to maintain healthy work-life harmony. 3 - Sometimes	My team knows that I support and encourage them to maintain healthy work-life harmony. 4 - Often	My team knows that I support and encourage them to maintain healthy work-life harmony. 5 - Always
When an employee expresses a conflict between work and personal demands, they trust me to support them in finding an effective solution.	When an employee expresses a conflict between work and personal demands, they trust me to support them in finding an effective solution. 1 - Never	When an employee expresses a conflict between work and personal demands, they trust me to support them in finding an effective solution. 2 - Rarely	When an employee expresses a conflict between work and personal demands, they trust me to support them in finding an effective solution. 3 - Sometimes	When an employee expresses a conflict between work and personal demands, they trust me to support them in finding an effective solution. 4 - Often	When an employee expresses a conflict between work and personal demands, they trust me to support them in finding an effective solution. 5 - Always
I model healthy work-life harmony in what I say and do.	I model healthy work-life harmony in what I say and do. 1 - Never	I model healthy work-life harmony in what I say and do. 2 - Rarely	I model healthy work-life harmony in what I say and do. 3 - Sometimes	I model healthy work-life harmony in what I say and do. 4 - Often	I model healthy work-life harmony in what I say and do. 5 - Always
I identify and review the psycho-social hazards in our workplace.	I identify and review the psycho-social hazards in our workplace. 1 - Never	I identify and review the psycho-social hazards in our workplace. 2 - Rarely	I identify and review the psycho-social hazards in our workplace. 3 - Sometimes	I identify and review the psycho-social hazards in our workplace. 4 - Often	I identify and review the psycho-social hazards in our workplace. 5 - Always
I have a policy in place which identifies, and mitigates the psycho-social hazards to employees, customers.	I have a policy in place which identifies, and mitigates the psycho-social hazards to employees, customers. 1 - Never	I have a policy in place which identifies, and mitigates the psycho-social hazards to employees, customers. 2 - Rarely	I have a policy in place which identifies, and mitigates the psycho-social hazards to employees, customers. 3 - Sometimes	I have a policy in place which identifies, and mitigates the psycho-social hazards to employees, customers. 4 - Often	I have a policy in place which identifies, and mitigates the psycho-social hazards to employees, customers. 5 - Always
I respond in an effective and timely manner to any potential risks to employee's and customer psychological safety.	I respond in an effective and timely manner to any potential risks to employee's and customer psychological safety. 1 - Never	I respond in an effective and timely manner to any potential risks to employee's and customer psychological safety. 2 - Rarely	I respond in an effective and timely manner to any potential risks to employee's and customer psychological safety. 3 - Sometimes	I respond in an effective and timely manner to any potential risks to employee's and customer psychological safety. 4 - Often	I respond in an effective and timely manner to any potential risks to employee's and customer psychological safety. 5 - Always
I effectively support employees during and after times of crisis or trauma.	I effectively support employees during and after times of crisis or trauma. 1 - Never	I effectively support employees during and after times of crisis or trauma. 2 - Rarely	I effectively support employees during and after times of crisis or trauma. 3 - Sometimes	I effectively support employees during and after times of crisis or trauma. 4 - Often	I effectively support employees during and after times of crisis or trauma. 5 - Always
I recognise and address the psychological impact of verbal, sexual or physical bullying, discrimination, harassment, or violence at work.	I recognise and address the psychological impact of verbal, sexual or physical bullying, discrimination, harassment, or violence at work. 1 - Never	I recognise and address the psychological impact of verbal, sexual or physical bullying, discrimination, harassment, or violence at work. 2 - Rarely	I recognise and address the psychological impact of verbal, sexual or physical bullying, discrimination, harassment, or violence at work. 3 - Sometimes	I recognise and address the psychological impact of verbal, sexual or physical bullying, discrimination, harassment, or violence at work. 4 - Often	I recognise and address the psychological impact of verbal, sexual or physical bullying, discrimination, harassment, or violence at work. 5 - Always
I effectively address and resolve situations that may threaten or harm employee psychological health or safety including from clients, customers or patients.	I effectively address and resolve situations that may threaten or harm employee psychological health or safety including from clients, customers or patients. 1 - Never	I effectively address and resolve situations that may threaten or harm employee psychological health or safety including from clients, customers or patients. 2 - Rarely	I effectively address and resolve situations that may threaten or harm employee psychological health or safety including from clients, customers or patients. 3 - Sometimes	I effectively address and resolve situations that may threaten or harm employee psychological health or safety including from clients, customers or patients. 4 - Often	I effectively address and resolve situations that may threaten or harm employee psychological health or safety including from clients, customers or patients. 5 - Always
Employees feel comfortable speaking to me about risks to their psychological safety.	Employees feel comfortable speaking to me about risks to their psychological safety. 1 - Never	Employees feel comfortable speaking to me about risks to their psychological safety. 2 - Rarely	Employees feel comfortable speaking to me about risks to their psychological safety. 3 - Sometimes	Employees feel comfortable speaking to me about risks to their psychological safety. 4 - Often	Employees feel comfortable speaking to me about risks to their psychological safety. 5 - Always
I respond in an effective and timely manner to any potential risks to employee physical safety.	I respond in an effective and timely manner to any potential risks to employee physical safety. 1 - Never	I respond in an effective and timely manner to any potential risks to employee physical safety. 2 - Rarely	I respond in an effective and timely manner to any potential risks to employee physical safety. 3 - Sometimes	I respond in an effective and timely manner to any potential risks to employee physical safety. 4 - Often	I respond in an effective and timely manner to any potential risks to employee physical safety. 5 - Always
I ensure employees have the resources, knowledge, and skills needed to do their job in a physically safe manner.	I ensure employees have the resources, knowledge, and skills needed to do their job in a physically safe manner. 1 - Never	I ensure employees have the resources, knowledge, and skills needed to do their job in a physically safe manner. 2 - Rarely	I ensure employees have the resources, knowledge, and skills needed to do their job in a physically safe manner. 3 - Sometimes	I ensure employees have the resources, knowledge, and skills needed to do their job in a physically safe manner. 4 - Often	I ensure employees have the resources, knowledge, and skills needed to do their job in a physically safe manner. 5 - Always
I respond promptly to concerns raised by employees about physical safety.	I respond promptly to concerns raised by employees about physical safety. 1 - Never	I respond promptly to concerns raised by employees about physical safety. 2 - Rarely	I respond promptly to concerns raised by employees about physical safety. 3 - Sometimes	I respond promptly to concerns raised by employees about physical safety. 4 - Often	I respond promptly to concerns raised by employees about physical safety. 5 - Always
I recognise and address the psychological impact of illnesses, accidents, or injuries at work.	I recognise and address the psychological impact of illnesses, accidents, or injuries at work. 1 - Never	I recognise and address the psychological impact of illnesses, accidents, or injuries at work. 2 - Rarely	I recognise and address the psychological impact of illnesses, accidents, or injuries at work. 3 - Sometimes	I recognise and address the psychological impact of illnesses, accidents, or injuries at work. 4 - Often	I recognise and address the psychological impact of illnesses, accidents, or injuries at work. 5 - Always
Employees feel comfortable speaking to me about risks to their physical safety.	Employees feel comfortable speaking to me about risks to their physical safety. 1 - Never	Employees feel comfortable speaking to me about risks to their physical safety. 2 - Rarely	Employees feel comfortable speaking to me about risks to their physical safety. 3 - Sometimes	Employees feel comfortable speaking to me about risks to their physical safety. 4 - Often	Employees feel comfortable speaking to me about risks to their physical safety. 5 - Always

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* 6. Fairness + Integrity: Please choose the rating which is most accurate for each of the following sentences.

	1 - Never	2 - Rarely	3 - Sometimes	4 - Often	5 - Always
Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns.	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 1 - Never	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 2 - Rarely	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 3 - Sometimes	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 4 - Often	Even when I’m not authorised to share information, I communicate as appropriate with employees to address any unnecessary fears or concerns. 5 - Always
I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination.	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 1 - Never	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 2 - Rarely	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 3 - Sometimes	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 4 - Often	I take active steps to create a work environment that is inclusive for everyone and free of stigma and discrimination. 5 - Always
I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases.	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 1 - Never	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 2 - Rarely	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 3 - Sometimes	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 4 - Often	I ensure our team interactions remain inclusive and respectful for all, regardless of current demands, stressors or personal biases. 5 - Always
I ensure that all team members demonstrate civility in their workplace interactions.	I ensure that all team members demonstrate civility in their workplace interactions. 1 - Never	I ensure that all team members demonstrate civility in their workplace interactions. 2 - Rarely	I ensure that all team members demonstrate civility in their workplace interactions. 3 - Sometimes	I ensure that all team members demonstrate civility in their workplace interactions. 4 - Often	I ensure that all team members demonstrate civility in their workplace interactions. 5 - Always
I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants.	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 1 - Never	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 2 - Rarely	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 3 - Sometimes	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 4 - Often	I effectively resolve workplace conflict in a way that preserves the respect and dignity of all participants. 5 - Always
I hold members of my team accountable for inappropriate workplace conduct.	I hold members of my team accountable for inappropriate workplace conduct. 1 - Never	I hold members of my team accountable for inappropriate workplace conduct. 2 - Rarely	I hold members of my team accountable for inappropriate workplace conduct. 3 - Sometimes	I hold members of my team accountable for inappropriate workplace conduct. 4 - Often	I hold members of my team accountable for inappropriate workplace conduct. 5 - Always
As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done.	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 1 - Never	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 2 - Rarely	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 3 - Sometimes	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 4 - Often	As soon as possible, I inform employees in a clear and positive manner of changes outside of my control that may impact how their work is done. 5 - Always
We clearly articulate policies on bullying,harrassment and codes of conduct with our employees, customers, contractors and suppliers.	We clearly articulate policies on bullying,harrassment and codes of conduct with our employees, customers, contractors and suppliers. 1 - Never	We clearly articulate policies on bullying,harrassment and codes of conduct with our employees, customers, contractors and suppliers. 2 - Rarely	We clearly articulate policies on bullying,harrassment and codes of conduct with our employees, customers, contractors and suppliers. 3 - Sometimes	We clearly articulate policies on bullying,harrassment and codes of conduct with our employees, customers, contractors and suppliers. 4 - Often	We clearly articulate policies on bullying,harrassment and codes of conduct with our employees, customers, contractors and suppliers. 5 - Always
We ensure we pay people fairly.	We ensure we pay people fairly. 1 - Never	We ensure we pay people fairly. 2 - Rarely	We ensure we pay people fairly. 3 - Sometimes	We ensure we pay people fairly. 4 - Often	We ensure we pay people fairly. 5 - Always
We have taken steps to remove bias from our procurement, recruitment and promotional processes.	We have taken steps to remove bias from our procurement, recruitment and promotional processes. 1 - Never	We have taken steps to remove bias from our procurement, recruitment and promotional processes. 2 - Rarely	We have taken steps to remove bias from our procurement, recruitment and promotional processes. 3 - Sometimes	We have taken steps to remove bias from our procurement, recruitment and promotional processes. 4 - Often	We have taken steps to remove bias from our procurement, recruitment and promotional processes. 5 - Always

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* 7. Psychological Safety: Please choose the rating which is most accurate for each of the following sentences. Your team in this instance relate to the people who report directly to you.

	1 - Never	2 - Rarely	3 - Sometimes	4 - Often	5 - Always
The people in my team are welcomed and made to feel like they are part of our team.	The people in my team are welcomed and made to feel like they are part of our team. 1 - Never	The people in my team are welcomed and made to feel like they are part of our team. 2 - Rarely	The people in my team are welcomed and made to feel like they are part of our team. 3 - Sometimes	The people in my team are welcomed and made to feel like they are part of our team. 4 - Often	The people in my team are welcomed and made to feel like they are part of our team. 5 - Always
The people in my team have a shared understanding of our purpose in the organisation.	The people in my team have a shared understanding of our purpose in the organisation. 1 - Never	The people in my team have a shared understanding of our purpose in the organisation. 2 - Rarely	The people in my team have a shared understanding of our purpose in the organisation. 3 - Sometimes	The people in my team have a shared understanding of our purpose in the organisation. 4 - Often	The people in my team have a shared understanding of our purpose in the organisation. 5 - Always
The people in my team work well to deliver on key priorities of the business.	The people in my team work well to deliver on key priorities of the business. 1 - Never	The people in my team work well to deliver on key priorities of the business. 2 - Rarely	The people in my team work well to deliver on key priorities of the business. 3 - Sometimes	The people in my team work well to deliver on key priorities of the business. 4 - Often	The people in my team work well to deliver on key priorities of the business. 5 - Always
The people in my team know that they can ask for help without the fear of humiliation.	The people in my team know that they can ask for help without the fear of humiliation. 1 - Never	The people in my team know that they can ask for help without the fear of humiliation. 2 - Rarely	The people in my team know that they can ask for help without the fear of humiliation. 3 - Sometimes	The people in my team know that they can ask for help without the fear of humiliation. 4 - Often	The people in my team know that they can ask for help without the fear of humiliation. 5 - Always
The people in my team help each other if they are stuck.	The people in my team help each other if they are stuck. 1 - Never	The people in my team help each other if they are stuck. 2 - Rarely	The people in my team help each other if they are stuck. 3 - Sometimes	The people in my team help each other if they are stuck. 4 - Often	The people in my team help each other if they are stuck. 5 - Always
The people in my team often find ways to do things better.	The people in my team often find ways to do things better. 1 - Never	The people in my team often find ways to do things better. 2 - Rarely	The people in my team often find ways to do things better. 3 - Sometimes	The people in my team often find ways to do things better. 4 - Often	The people in my team often find ways to do things better. 5 - Always
The people in my team speak up about issues and contribute in team meetings.	The people in my team speak up about issues and contribute in team meetings. 1 - Never	The people in my team speak up about issues and contribute in team meetings. 2 - Rarely	The people in my team speak up about issues and contribute in team meetings. 3 - Sometimes	The people in my team speak up about issues and contribute in team meetings. 4 - Often	The people in my team speak up about issues and contribute in team meetings. 5 - Always
The people on my team demonstrate high levels of trust.	The people on my team demonstrate high levels of trust. 1 - Never	The people on my team demonstrate high levels of trust. 2 - Rarely	The people on my team demonstrate high levels of trust. 3 - Sometimes	The people on my team demonstrate high levels of trust. 4 - Often	The people on my team demonstrate high levels of trust. 5 - Always
People in my team respect each other and the work they do.	People in my team respect each other and the work they do. 1 - Never	People in my team respect each other and the work they do. 2 - Rarely	People in my team respect each other and the work they do. 3 - Sometimes	People in my team respect each other and the work they do. 4 - Often	People in my team respect each other and the work they do. 5 - Always
People in my team feel valued for the skills and knowledge they bring to the team.	People in my team feel valued for the skills and knowledge they bring to the team. 1 - Never	People in my team feel valued for the skills and knowledge they bring to the team. 2 - Rarely	People in my team feel valued for the skills and knowledge they bring to the team. 3 - Sometimes	People in my team feel valued for the skills and knowledge they bring to the team. 4 - Often	People in my team feel valued for the skills and knowledge they bring to the team. 5 - Always
The people in my team are accountable for	The people in my team are accountable for 1 - Never	The people in my team are accountable for 2 - Rarely	The people in my team are accountable for 3 - Sometimes	The people in my team are accountable for 4 - Often	The people in my team are accountable for 5 - Always
We have identified in the employee journey when they are most likely at risk of feeling psychologically unsafe.	We have identified in the employee journey when they are most likely at risk of feeling psychologically unsafe. 1 - Never	We have identified in the employee journey when they are most likely at risk of feeling psychologically unsafe. 2 - Rarely	We have identified in the employee journey when they are most likely at risk of feeling psychologically unsafe. 3 - Sometimes	We have identified in the employee journey when they are most likely at risk of feeling psychologically unsafe. 4 - Often	We have identified in the employee journey when they are most likely at risk of feeling psychologically unsafe. 5 - Always

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* 8. Personal Reflections: Please choose the rating which is most accurate for each of the following sentences.

	1 - Never	2 - Rarely	3 - Sometimes	4 - Often	5 - Always
I feel overwhelmed.	I feel overwhelmed. 1 - Never	I feel overwhelmed. 2 - Rarely	I feel overwhelmed. 3 - Sometimes	I feel overwhelmed. 4 - Often	I feel overwhelmed. 5 - Always
I feel under pressure.	I feel under pressure. 1 - Never	I feel under pressure. 2 - Rarely	I feel under pressure. 3 - Sometimes	I feel under pressure. 4 - Often	I feel under pressure. 5 - Always
I'm emotionally exhausted.	I'm emotionally exhausted. 1 - Never	I'm emotionally exhausted. 2 - Rarely	I'm emotionally exhausted. 3 - Sometimes	I'm emotionally exhausted. 4 - Often	I'm emotionally exhausted. 5 - Always
Even the small things can irritate me right now.	Even the small things can irritate me right now. 1 - Never	Even the small things can irritate me right now. 2 - Rarely	Even the small things can irritate me right now. 3 - Sometimes	Even the small things can irritate me right now. 4 - Often	Even the small things can irritate me right now. 5 - Always
I have a hard time maintaining boundaries.	I have a hard time maintaining boundaries. 1 - Never	I have a hard time maintaining boundaries. 2 - Rarely	I have a hard time maintaining boundaries. 3 - Sometimes	I have a hard time maintaining boundaries. 4 - Often	I have a hard time maintaining boundaries. 5 - Always
I feel like I am being asked to behave in ways that conflict with my values.	I feel like I am being asked to behave in ways that conflict with my values. 1 - Never	I feel like I am being asked to behave in ways that conflict with my values. 2 - Rarely	I feel like I am being asked to behave in ways that conflict with my values. 3 - Sometimes	I feel like I am being asked to behave in ways that conflict with my values. 4 - Often	I feel like I am being asked to behave in ways that conflict with my values. 5 - Always
I feel alone.	I feel alone. 1 - Never	I feel alone. 2 - Rarely	I feel alone. 3 - Sometimes	I feel alone. 4 - Often	I feel alone. 5 - Always
The work I do is underappreciated.	The work I do is underappreciated. 1 - Never	The work I do is underappreciated. 2 - Rarely	The work I do is underappreciated. 3 - Sometimes	The work I do is underappreciated. 4 - Often	The work I do is underappreciated. 5 - Always
I feel empty about the work that I do.	I feel empty about the work that I do. 1 - Never	I feel empty about the work that I do. 2 - Rarely	I feel empty about the work that I do. 3 - Sometimes	I feel empty about the work that I do. 4 - Often	I feel empty about the work that I do. 5 - Always
My workload is unreasonable and unsustainable.	My workload is unreasonable and unsustainable. 1 - Never	My workload is unreasonable and unsustainable. 2 - Rarely	My workload is unreasonable and unsustainable. 3 - Sometimes	My workload is unreasonable and unsustainable. 4 - Often	My workload is unreasonable and unsustainable. 5 - Always
I'm tired.	I'm tired. 1 - Never	I'm tired. 2 - Rarely	I'm tired. 3 - Sometimes	I'm tired. 4 - Often	I'm tired. 5 - Always
I'm unhappy with the work I am doing.	I'm unhappy with the work I am doing. 1 - Never	I'm unhappy with the work I am doing. 2 - Rarely	I'm unhappy with the work I am doing. 3 - Sometimes	I'm unhappy with the work I am doing. 4 - Often	I'm unhappy with the work I am doing. 5 - Always
I am misunderstood.	I am misunderstood. 1 - Never	I am misunderstood. 2 - Rarely	I am misunderstood. 3 - Sometimes	I am misunderstood. 4 - Often	I am misunderstood. 5 - Always
Work issues consumes most of my thoughts.	Work issues consumes most of my thoughts. 1 - Never	Work issues consumes most of my thoughts. 2 - Rarely	Work issues consumes most of my thoughts. 3 - Sometimes	Work issues consumes most of my thoughts. 4 - Often	Work issues consumes most of my thoughts. 5 - Always
I neglect my self care.	I neglect my self care. 1 - Never	I neglect my self care. 2 - Rarely	I neglect my self care. 3 - Sometimes	I neglect my self care. 4 - Often	I neglect my self care. 5 - Always
I feel unsupported.	I feel unsupported. 1 - Never	I feel unsupported. 2 - Rarely	I feel unsupported. 3 - Sometimes	I feel unsupported. 4 - Often	I feel unsupported. 5 - Always

Other (please specify)

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* 9. How many people are currently in your team?

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* 10. How long have you been with your current organisation?

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* 11. What is your current role in your organisation

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* 12. Describe the type of business you currently working in.

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* 13. Please provide the following information so we can personalise your report.

First Name

Country

Email Address

Phone Number