1. Introduction

During times of uncertainty, we need to control what we can control. Knowing that a team rarely outperforms its leader, the following questions will help you assess if your leadership is a competitive advantage.

When responding to each statement, consider how each of your team members would answer from their first-hand experience with you.

Utilize the Insights section to document your progress and success stories, or to identify areas you'd like to improve. Upon completion, your scores and insights will validate your strengths and identify areas of leadership growth.

If you are interested in developing the leadership on your team, increasing your influence & impact, and unlocking the potential of your people, we'd love to help you build a healthy high achieving team known for trust + performance.

E: pauline@therailway.us
M: 780.991.9993

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* 1. SET THE FOUNDATION:  Each member of my team is inspired by our organization's Purpose and Vision.

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* 2. SET THE FOUNDATION:  Each of my team knows how we're unique in the market and what our competitive advantages are.

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* 3. SET THE FOUNDATION:  My team visibly demonstrates our organizational values in our internal and external interactions AND my team would say I lead by example in how I actively live our values AND our performance reviews include a direct line to living our values.

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* 4. SET THE FOUNDATION:  We have systems and processes (simplified and documented) for how we serve our internal and external customers and how we deliver our products/services AND these are followed by all.

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* 5. CLARITY:  Each of my team has a clear understanding of the key functions they are responsible for and how their role has a direct impact on our key metrics.

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* 6. CLARITY:  Each of my team would say I regularly reinforce with them how important they are to our overall success.

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* 7. PRIORITY FOCUS:  Each of my team members, including myself, set individual quarterly priorities which align with our larger team and organizational goals AND the priorities also include deliberate learning and professional development.

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* 8. RESULTS FOCUS:  Each of my team has a bias for action and achieving results.

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* 9. RESULTS FOCUS:  My team have what they need to measure their own progress or success, which in turn, allows me to measure the effectiveness of my leadership.

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* 10. MEETING EFFECTIVENESS:  Our meetings are productive, held regularly and have a consistent agenda or flow.  Each team member is expected to contribute as we identify, develop and debate (often with passion) the best solution we'll execute on to address our top priorities.

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* 11. EMPLOYEE ENGAGEMENT:  Each member of my team would say they feel appreciated by me.

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* 12. EMPLOYEE ENGAGEMENT:  I have the tools to attract the talent we need, and in a way that identifies candidates that align with our values and our team dynamic.

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* 13. EMPLOYEE ENGAGEMENT:  I have the onboarding tools I need to ensure new team members are set up for a great start AND I consistently use these tools when onboarding new members to our team.

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* 14. EMPLOYEE ENGAGEMENT:  Consistent with performance development best practices, I have regularly scheduled 1on1's and quarterly performance reviews with each of my team members.

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* 15. EMPLOYEE ENGAGEMENT:  In the last 30 days, I've helped each of my team improve with coaching and/or regular feedback.

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* 16. EMPLOYEE ENGAGEMENT:  In the last 30 days, I've had at least one candid, honest yet caring conversation with each of my team members, with the sole purpose of helping each to improve and be their best.

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* 17. TEAM DEVELOPMENT:  Each of my team are aware of my strengths and weaknesses - I'm aware of each of theirs - and we've used these to become a stronger, healthier team.

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* 18. EMPLOYEE ENGAGEMENT:  Knowing our intent is to learn and grow together, each of my team would provide honest feedback on my leadership strengths and weaknesses if they were asked to complete this review.

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* 19. TEAM DEVELOPMENT:  My team would say I gain more satisfaction from celebrating one of their achievements than being recognized for one of my own personal achievements.  

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* 20. CONTINUOUS IMPROVEMENT:  We constant seek out new ideas and solutions that will help us better serve our internal and external customers.

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* 21. KEY METRICS:  I am satisfied with my team's performance, specifically when considering our achievement of key metrics over the past 90-180 days.

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* 22. KEY METRICS:  If asked, the members on the team would be satisfied with how I've led/equipped/supported each of them over the past 90-180 days.

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* 23. KEY METRICS:  If asked, each member of my team would say they are satisfied with the work/life balance I've created for myself and each of them over the past 90-180 days.

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* 24. KEY METRICS:  I am satisfied that we are maximizing the use of technology in our organization to make better, more-informed, fact-based decisions AND to maximize productivity and efficiency.

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* 25. My top priorities in the next 90 days include:

 Check all that apply

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* 26. Name of Leader and Organization (a detailed summary of your survey responses will be forwarded):

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* 27. Contact info for above Leader (email address & mobile #):

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* 28. Number of Direct Reports:  

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* 29. Number of Support Resources (Eg.  Admin similar support staff)

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* 30. Are there additional leaders you know who are seeking better, healthier results? Use the box below to provide their name, organization and contact information - we'd love to help!

Contact: pauline@therailway.us
780.991.9993

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