This evaluation will help you obtain feedback to get a better understanding of how effectively you lead. Give a copy of this chart to the people with whom you work to complete. The results will help you become aware of your weaker areas that you need to improve as well as strengths. Knowing both helps you create strategies to lead more effectively. strategies to lead more effectively.
Although the chart can help indicate specific needs of other team members, getting candid feedback can be difficult, particularly if you are a manager in an organization and the people filling in the charts work for you. They may think their answers could affect their standing and their job. Such fear is common in corporations. In such a case, consider the option of having a trusted third party administer the assessment and then present the anonymous results to you. That improves the possibility that people will speak their minds.
Have each person rate each question with one of the following answers.
Frequently |
Sometimes |
Rarely/Never |
|
1. Do you feel that you are kept informed and are not “in the dark” about your job? |
○ |
○ |
○ |
a. Are you aware of priorities? |
○ |
○ |
○ |
b. Are you clear about expectations? |
○ |
○ |
○ |
c. Are you sure of responsibilities? |
○ |
○ |
○ |
d. Are you clear about time frame and deadlines? |
○ |
○ |
○ |
2. Do you feel that you receive adequate acknowledgement of and recognition for your contributions? |
○ |
○ |
○ |
Frequently |
Sometimes |
Rarely/Never |
|
1. When you are having difficulty with a task, do you receive: |
|||
Support? |
○ |
○ |
○ |
Direction? |
○ |
○ |
○ |
Feedback? |
○ |
○ |
○ |
2. When you are given a new responsibility, do you receive: |
|||
Support? |
○ |
○ |
○ |
Direction? |
○ |
○ |
○ |
Feedback? |
○ |
○ |
○ |
3. Are you involved in setting your own performance goals? |
○ |
○ |
○ |
Frequently |
Sometimes |
Rarely/Never |
|
1. Do you feel that you have all the necessary skills and competencies to perform your job? |
○ |
○ |
○ |
2. When you are given a new task or responsibility, do you receive adequate training? |
○ |
○ |
○ |
3. Are you given opportunities to learn, grow, and develop to expand your career options? |
○ |
○ |
○ |
Frequently |
Sometimes |
Rarely/Never |
|
1. Are you given opportunities to: |
|||
Participate in decision making? |
○ |
○ |
○ |
Provide solutions? |
○ |
○ |
○ |
2. Are you involved in determining methods and procedures? |
○ |
○ |
○ |
3. Do you experience a sense of power and control in your job? |
○ |
○ |
○ |
Frequently |
Sometimes |
Rarely/Never |
|
1. Do you associate feelings of achievement and satisfaction with your job? |
○ |
○ |
○ |
2. Do you feel that your skills and talents are being used to their fullest? |
○ |
○ |
○ |
3. Are you comfortable with your level of responsibility? |
○ |
○ |
○ |
Now add up the number of times you checked each category.
Frequently |
___________________ |
Sometimes |
___________________ |
Never |
___________________ |
Count the number of answers in the Frequently category. If you scored between 23 and 28 on “Frequently,” congratulate yourself; you're doing a great job in creating an environment that fosters motivation in employees. However, there is always room for improvement, so look at the areas where you didn't receive such a high rating.
If you scored between 11 and 22 on “Frequently,” you're doing a good job but you need to focus on the questions in which you were marked “Sometimes” or “Rarely/Never,” because they point to areas where you need to set goals and make changes in your behavior.
If you scored between 0 and 10 on “Frequently,” you definitely need to change your leadership style. First, work on the areas where you received the “Rarely/Never” rating. Then, move on to the areas where you received the “Sometimes” rating and determine how you intend to implement these strategies on a more frequent basis.
