Edit Survey: Direct Reports

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Strategic Direction
Defines and communicates long-term direction in ways that guide team effort.
Strategic Thinking
Future OrientationAnticipates future challenges and prepares the team.
Q1
Helps me understand how my work contributes to long-term goals.
Analysis
Factor: Vision Communication
High score: Strong ability to connect daily tasks to strategic vision
Low score: Team members feel disconnected from the bigger picture
Q2
Proactively prepares the team for upcoming changes or challenges.
Analysis
Factor: Change Readiness
High score: Leader creates stability through anticipation
Low score: Team feels blindsided by changes
Q3
Balances urgent day-to-day demands with longer-term priorities.
Analysis
Factor: Temporal Balance
High score: Effective at prioritization across time horizons
Low score: Over-indexes on firefighting at expense of strategy
Q4
Shares relevant market or industry context that helps me do my job better.
Analysis
Factor: Information Sharing
High score: Transparent and informative leadership style
Low score: Team operates in an information vacuum
Q5
Regularly coaches and assigns development opportunities that build the specific skills our team will need to meet future challenges and goals.
customised
Analysis
Factor: Strategic Direction — Strategic Thinking (Future Orientation)
High score: The leader consistently identifies future skill gaps, provides tailored coaching, assigns stretch projects or cross-training, and secures resources so team members grow capabilities aligned with anticipated strategic needs. Team members feel prepared for upcoming changes and see a clear path for their development tied to long‑term goals.
Low score: The leader focuses mainly on current tasks and short‑term performance, provides little targeted coaching or development for future needs, and rarely creates opportunities (e.g., stretch assignments, mentoring, training) to build the skills the team will need. As a result, the team is more likely to be unprepared for strategic shifts or new demands.
Systems ThinkingUnderstands interconnections across the organization.
Q1
Explains how our team's work impacts other departments.
Analysis
Factor: Cross-functional Awareness
High score: Creates organizational context for the team
Low score: Team operates in a silo
Q2
Considers downstream effects before making team decisions.
Analysis
Factor: Consequential Thinking
High score: Thoughtful decision-making reduces unintended impacts
Low score: Decisions create problems for others
Q3
Helps the team understand organizational constraints and trade-offs.
Analysis
Factor: Organizational Intelligence
High score: Builds realistic expectations
Low score: Team frustrated by unexplained blockers
Q4
Connects us with the right people in other teams when needed.
Analysis
Factor: Network Facilitation
High score: Leader enables cross-team collaboration
Low score: Team is isolated from broader resources
External AwarenessBrings outside perspective to the team.
Q1
Keeps the team informed about relevant industry trends.
Analysis
Factor: Market Awareness
High score: Team benefits from external perspective
Low score: Team is internally focused
Q2
Encourages the team to think about customer needs and external perspectives.
Analysis
Factor: Customer Centricity
High score: Leader instills customer-first thinking
Low score: Team lacks external orientation
Q3
Brings insights from outside the organization that improve our work.
Analysis
Factor: External Learning
High score: Leader is a conduit for fresh ideas
Low score: Stagnant thinking patterns
Q4
Identifies risks from the external environment that could affect us.
Analysis
Factor: Risk Scanning
High score: Team feels protected and prepared
Low score: Team is surprised by external disruptions
Decision Quality
Analytical RigorUses data and evidence in decision-making.
Q1
Makes decisions based on evidence rather than assumptions.
Analysis
Factor: Evidence-Based Leadership
High score: Decisions feel rational and well-grounded
Low score: Decisions feel arbitrary or uninformed
Q2
Seeks input from the team before making decisions that affect us.
Analysis
Factor: Participative Decision-Making
High score: Team feels valued and included
Low score: Top-down decision style creates disengagement
Q3
Explains the reasoning behind important decisions.
Analysis
Factor: Decision Transparency
High score: Builds understanding and buy-in
Low score: Team confused by unexplained directives
Q4
Challenges our assumptions constructively to improve our thinking.
Analysis
Factor: Constructive Challenge
High score: Leader stretches the team intellectually
Low score: Leader accepts ideas uncritically or is dismissive
Judgment Under UncertaintyMakes sound calls when information is incomplete.
Q1
Remains decisive even when facing uncertainty.
Analysis
Factor: Decisiveness
High score: Provides clarity and direction when needed
Low score: Indecision creates paralysis for the team
Q2
Doesn't rush to conclusions but also doesn't delay unnecessarily.
Analysis
Factor: Decision Tempo
High score: Well-calibrated pace of decision-making
Low score: Either impulsive or paralyzed
Q3
Is willing to change course when new information emerges.
Analysis
Factor: Adaptive Judgment
High score: Flexible and learning-oriented
Low score: Stubbornly committed to initial decisions
Q4
Acknowledges what they don't know without losing the team's confidence.
Analysis
Factor: Intellectual Humility
High score: Creates safety for honest discussion of unknowns
Low score: Pretends to know everything, eroding trust
Accountable ChoicesTakes responsibility for decisions and their outcomes.
Q1
Takes responsibility when things go wrong rather than blaming the team.
Analysis
Factor: Blame Absorption
High score: Creates psychological safety through accountability
Low score: Blame culture undermines trust and risk-taking
Q2
Gives the team credit for successes.
Analysis
Factor: Credit Distribution
High score: Motivating and empowering leadership
Low score: Leader claims credit, demotivating the team
Q3
Follows through on decisions rather than abandoning them.
Analysis
Factor: Decision Commitment
High score: Reliable and consistent follow-through
Low score: Flip-flopping creates confusion and wasted effort
Q4
Openly acknowledges mistakes and learns from them.
Analysis
Factor: Error Acknowledgment
High score: Models growth mindset and learning from failure
Low score: Perfectionism or denial of mistakes
Execution Excellence
Drives consistent high performance and accountability.
Accountability & Performance
Ownership MindsetDrives ownership and follow-through in the team.
Q1
Sets clear expectations for what success looks like.
Analysis
Factor: Expectation Clarity
High score: Team knows exactly what is expected
Low score: Ambiguous expectations create frustration
Q2
Delegates meaningful work that stretches my capabilities.
Analysis
Factor: Developmental Delegation
High score: Leader invests in team growth through work
Low score: Micromanages or under-delegates
Q3
Provides the resources and support needed to succeed.
Analysis
Factor: Enablement
High score: Leader removes barriers to performance
Low score: Team set up to fail with inadequate support
Q4
Holds all team members to the same standard, fairly and consistently.
Analysis
Factor: Equitable Standards
High score: Fair treatment builds team cohesion
Low score: Favoritism or inconsistency erodes morale
Performance DisciplineMaintains high standards and addresses performance issues.
Q1
Gives regular, constructive feedback on my performance.
Analysis
Factor: Feedback Frequency
High score: Continuous development through feedback
Low score: Feedback-poor environment limits growth
Q2
Addresses poor performance promptly and constructively.
Analysis
Factor: Performance Courage
High score: Maintains standards without being harsh
Low score: Avoids difficult conversations
Q3
Recognizes and celebrates good work.
Analysis
Factor: Recognition
High score: Team feels valued and motivated
Low score: Effort goes unacknowledged
Q4
Creates a sense of urgency when needed without creating panic.
Analysis
Factor: Urgency Calibration
High score: Appropriate pace setting
Low score: Either complacent or unnecessarily stressful
ReliabilityDependable and consistent in delivering results.
Q1
Follows through on promises and commitments consistently.
Analysis
Factor: Promise Keeping
High score: High trust through reliability
Low score: Broken commitments erode credibility
Q2
Removes obstacles that are blocking the team's progress.
Analysis
Factor: Obstacle Removal
High score: Leader actively shields team from bureaucracy
Low score: Team frustrated by persistent blockers
Q3
Manages team priorities effectively so we stay focused.
Analysis
Factor: Priority Management
High score: Clear focus reduces context-switching
Low score: Too many competing priorities
Q4
Is available and responsive when the team needs guidance.
Analysis
Factor: Accessibility
High score: Team feels supported and unblocked
Low score: Leader absence creates bottlenecks
Influence & Alignment
Builds alignment and trust through communication and inclusivity.
Communication & Inclusion
ClarityCommunicates in ways that are easy to understand and act on.
Q1
Communicates team goals and priorities clearly.
Analysis
Factor: Directional Clarity
High score: Team knows what to focus on
Low score: Confusion about direction
Q2
Provides clear, actionable instructions when assigning work.
Analysis
Factor: Task Clarity
High score: Reduces wasted effort and misunderstanding
Low score: Vague briefs lead to rework
Q3
Keeps the team informed about important organizational changes.
Analysis
Factor: Change Communication
High score: Team feels in the loop
Low score: Team hears about changes from others
Q4
Checks for understanding rather than assuming the message landed.
Analysis
Factor: Communication Verification
High score: Reduces miscommunication
Low score: Assumes understanding, creates confusion
Active ListeningCreates psychological safety by truly hearing team members.
Q1
Listens attentively and makes me feel heard.
Analysis
Factor: Attentive Presence
High score: Team members feel valued and respected
Low score: Team members feel dismissed or unimportant
Q2
Asks thoughtful follow-up questions.
Analysis
Factor: Inquiry Quality
High score: Shows genuine interest and deepens understanding
Low score: Superficial engagement with team concerns
Q3
Values opinions even when they differ from their own.
Analysis
Factor: Cognitive Diversity
High score: Creates space for dissent and innovation
Low score: Echo chamber that suppresses diverse thinking
Q4
Creates a safe environment where I can speak up without fear.
Analysis
Factor: Psychological Safety
High score: Strong psychological safety enables learning and innovation
Low score: Fear-based culture suppresses information sharing
Team AlignmentBuilds shared purpose and resolves conflicts constructively.
Q1
Builds a sense of shared purpose and team identity.
Analysis
Factor: Collective Identity
High score: Strong team cohesion and belonging
Low score: Group of individuals, not a team
Q2
Mediates conflicts within the team fairly and effectively.
Analysis
Factor: Conflict Resolution
High score: Healthy conflict management
Low score: Unresolved conflicts fester
Q3
Ensures all team members have a voice, not just the loudest.
Analysis
Factor: Inclusive Leadership
High score: Equity of voice and participation
Low score: Quiet team members are marginalised
Q4
Represents the team's interests effectively to senior leadership.
Analysis
Factor: Upward Advocacy
High score: Team feels championed and protected
Low score: Team feels unsupported by their leader upward
Character & Emotional Maturity
Demonstrates integrity, self-awareness, and emotional intelligence in daily leadership.
Emotional Intelligence
ComposureRemains calm and professional under pressure.
Q1
Stays calm and composed during stressful situations.
Analysis
Factor: Stress Regulation
High score: Leader is an anchor of stability
Low score: Leader's stress becomes the team's stress
Q2
Responds thoughtfully rather than reacting emotionally.
Analysis
Factor: Emotional Regulation
High score: Measured responses build predictability
Low score: Volatile reactions create anxiety
Q3
Handles disagreements with professionalism and respect.
Analysis
Factor: Conflict Composure
High score: Models constructive disagreement
Low score: Conflicts escalate unnecessarily
Q4
Maintains energy and positivity even during difficult periods.
Analysis
Factor: Resilience Display
High score: Inspires resilience in the team
Low score: Negativity undermines team morale
Self-Awareness & GrowthShows awareness of own impact and commitment to growth.
Q1
Shows awareness of how their behavior affects the team.
Analysis
Factor: Impact Awareness
High score: Leader adjusts behavior based on team impact
Low score: Unaware of negative impact on others
Q2
Actively seeks feedback from the team about their leadership.
Analysis
Factor: Feedback Seeking
High score: Demonstrates humility and growth orientation
Low score: Closed to input about their own performance
Q3
Genuinely invests in my professional development.
Analysis
Factor: Developmental Investment
High score: Team members feel their growth is valued
Low score: Leader focused only on output, not development
Q4
Adapts their leadership style to different team members' needs.
Analysis
Factor: Adaptive Leadership
High score: Personalized approach maximizes each person's potential
Low score: One-size-fits-all approach misses individual needs
Integrity & TrustBuilds trust through consistent ethical behavior.
Q1
Acts consistently with stated values and principles.
Analysis
Factor: Values Consistency
High score: High behavioral integrity
Low score: "Do as I say, not as I do" syndrome
Q2
Is honest and transparent, even with difficult truths.
Analysis
Factor: Candor
High score: Trust through honesty
Low score: Withholding information or sugar-coating
Q3
Treats all team members with dignity and respect.
Analysis
Factor: Respectful Treatment
High score: Inclusive and dignified workplace
Low score: Disrespectful behavior damages team culture
Q4
Maintains confidentiality and protects sensitive information.
Analysis
Factor: Confidentiality
High score: Trust to share openly
Low score: Information shared inappropriately