How Managers Coach Question Title * 1. Informal coaching occurs in real time, as when a manager tells someone what they might have done better on a report or a presentation. How frequently have you received (and given) such coaching in the following situations (EXCLUDING new orientation situations): Daily or more often 2-3 times a week About once a week Once or twice a month Almost never N/A From your best manager ever From your best manager ever Daily or more often From your best manager ever 2-3 times a week From your best manager ever About once a week From your best manager ever Once or twice a month From your best manager ever Almost never From your best manager ever N/A From your current manager From your current manager Daily or more often From your current manager 2-3 times a week From your current manager About once a week From your current manager Once or twice a month From your current manager Almost never From your current manager N/A From your worst-ever manager From your worst-ever manager Daily or more often From your worst-ever manager 2-3 times a week From your worst-ever manager About once a week From your worst-ever manager Once or twice a month From your worst-ever manager Almost never From your worst-ever manager N/A Your coaching TO your current reports (on average) Your coaching TO your current reports (on average) Daily or more often Your coaching TO your current reports (on average) 2-3 times a week Your coaching TO your current reports (on average) About once a week Your coaching TO your current reports (on average) Once or twice a month Your coaching TO your current reports (on average) Almost never Your coaching TO your current reports (on average) N/A Your coaching to a typical report when you're at your best Your coaching to a typical report when you're at your best Daily or more often Your coaching to a typical report when you're at your best 2-3 times a week Your coaching to a typical report when you're at your best About once a week Your coaching to a typical report when you're at your best Once or twice a month Your coaching to a typical report when you're at your best Almost never Your coaching to a typical report when you're at your best N/A What you believe to be optimal What you believe to be optimal Daily or more often What you believe to be optimal 2-3 times a week What you believe to be optimal About once a week What you believe to be optimal Once or twice a month What you believe to be optimal Almost never What you believe to be optimal N/A Question Title * 2. In formal coaching, managers set aside time - independent of very specific feedback situations - to communicate with a direct report about how that person can become more effective, independent, or satisfied in their work. How often have you experienced that type of coaching in the following contexts? Weekly Monthly Quarterly Annually Less than annually Almost never Never N/A From your best manager ever From your best manager ever Weekly From your best manager ever Monthly From your best manager ever Quarterly From your best manager ever Annually From your best manager ever Less than annually From your best manager ever Almost never From your best manager ever Never From your best manager ever N/A From your current manager From your current manager Weekly From your current manager Monthly From your current manager Quarterly From your current manager Annually From your current manager Less than annually From your current manager Almost never From your current manager Never From your current manager N/A From your worst-ever manager From your worst-ever manager Weekly From your worst-ever manager Monthly From your worst-ever manager Quarterly From your worst-ever manager Annually From your worst-ever manager Less than annually From your worst-ever manager Almost never From your worst-ever manager Never From your worst-ever manager N/A Your coaching TO your current reports (on average) Your coaching TO your current reports (on average) Weekly Your coaching TO your current reports (on average) Monthly Your coaching TO your current reports (on average) Quarterly Your coaching TO your current reports (on average) Annually Your coaching TO your current reports (on average) Less than annually Your coaching TO your current reports (on average) Almost never Your coaching TO your current reports (on average) Never Your coaching TO your current reports (on average) N/A Your coaching to a typical report when you're at your best Your coaching to a typical report when you're at your best Weekly Your coaching to a typical report when you're at your best Monthly Your coaching to a typical report when you're at your best Quarterly Your coaching to a typical report when you're at your best Annually Your coaching to a typical report when you're at your best Less than annually Your coaching to a typical report when you're at your best Almost never Your coaching to a typical report when you're at your best Never Your coaching to a typical report when you're at your best N/A What you believe to be optimal What you believe to be optimal Weekly What you believe to be optimal Monthly What you believe to be optimal Quarterly What you believe to be optimal Annually What you believe to be optimal Less than annually What you believe to be optimal Almost never What you believe to be optimal Never What you believe to be optimal N/A Other (please specify) Question Title * 3. How important have the following kinds of developmental coaching been for you? Not very valuable Valuable Extremely valuable Technical input (a lawyer's brief writing, an architect's drawing, etc.) Technical input (a lawyer's brief writing, an architect's drawing, etc.) Not very valuable Technical input (a lawyer's brief writing, an architect's drawing, etc.) Valuable Technical input (a lawyer's brief writing, an architect's drawing, etc.) Extremely valuable Understanding my organization's culture Understanding my organization's culture Not very valuable Understanding my organization's culture Valuable Understanding my organization's culture Extremely valuable Helping me manage my work and time Helping me manage my work and time Not very valuable Helping me manage my work and time Valuable Helping me manage my work and time Extremely valuable Helping me think about my career advancement Helping me think about my career advancement Not very valuable Helping me think about my career advancement Valuable Helping me think about my career advancement Extremely valuable Helping me develop the way I present my ideas and myself Helping me develop the way I present my ideas and myself Not very valuable Helping me develop the way I present my ideas and myself Valuable Helping me develop the way I present my ideas and myself Extremely valuable Giving me feedback about how I am being perceived Giving me feedback about how I am being perceived Not very valuable Giving me feedback about how I am being perceived Valuable Giving me feedback about how I am being perceived Extremely valuable Other (please specify) Question Title * 4. What is your gender Male Female Don't identify as either Question Title * 5. What is your age? 18 to 24 25 to 34 35 to 44 45 to 54 55 to 64 65 to 74 75 or older Question Title * 6. If the organization chart at your work were divided into 5 levels - top to bottom - where would you say you are? Top 5th Second 5th Middle 5th Fourth 5th Bottom 5th Other (please specify) Done