Back to SurveysEdit Survey: Self-Assessment
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Defines and communicates long-term direction; connects daily work to organizational strategy.
Strategic Thinking
Future OrientationAnticipates future challenges and prepares accordingly.
Q1
I anticipate long-term risks before they affect performance.
Analysis
Factor: Vision Communication
High score: Strong ability to connect daily tasks to strategic vision
Low score: Others feel disconnected from the bigger picture
Q2
I effectively balance short-term execution with long-term positioning.
Analysis
Factor: Change Readiness
High score: Creates stability through anticipation
Low score: Others feel blindsided by changes
Systems ThinkingUnderstands interconnections across the organization.
Q1
I adjust my plans based on emerging external trends.
Analysis
Factor: Temporal Balance
High score: Effective at prioritization across time horizons
Low score: Over-indexes on short-term at expense of strategy
Q2
I stay informed about industry trends relevant to our business.
Analysis
Factor: Information Sharing
High score: Transparent and informative style
Low score: Others operate in an information vacuum
External AwarenessBrings outside perspective and market intelligence.
Q1
I understand how my decisions impact other functions.
Analysis
Factor: Cross-functional Awareness
High score: Creates organizational context
Low score: Operates in a silo
Q2
I recognize second-order consequences of my actions.
Analysis
Factor: Consequential Thinking
High score: Thoughtful decision-making reduces unintended impacts
Low score: Decisions create problems for others
Q3
I identify emerging external risks and opportunities early.
Analysis
Factor: Risk Scanning
High score: Others feel protected and prepared
Low score: Others surprised by external disruptions
Q4
I incorporate market insights into my planning and decisions.
Analysis
Factor: Customer Centricity
High score: Instills customer-first thinking
Low score: Lacks external orientation
Drives consistent high performance, accountability, and reliable delivery.
Accountability & Performance
Ownership MindsetDrives ownership and follow-through.
Q1
I follow through on my commitments consistently.
Analysis
Factor: Expectation Clarity
High score: Others know exactly what is expected
Low score: Ambiguous expectations create frustration
Q2
I hold myself accountable for outcomes, not just activities.
Analysis
Factor: Developmental Delegation
High score: Invests in others' growth through work
Low score: Micromanages or under-delegates
Performance DisciplineMaintains high standards and addresses performance issues.
Q1
I maintain high standards consistently, even under pressure.
Analysis
Factor: Resource Enablement
High score: Removes barriers to performance
Low score: Others set up to fail with inadequate support
Q2
I set clear and measurable performance expectations.
Analysis
Factor: Equitable Standards
High score: Fair treatment builds cohesion
Low score: Favoritism or inconsistency erodes morale
ReliabilityDependable and consistent in delivering results.
Q1
I deliver results consistently across different situations.
Analysis
Factor: Feedback Quality
High score: Continuous development through feedback
Low score: Feedback-poor environment limits growth
Q2
I meet deadlines reliably.
Analysis
Factor: Performance Courage
High score: Maintains standards without being harsh
Low score: Avoids difficult conversations
Q3
I stay focused on priorities rather than getting distracted.
Analysis
Factor: Promise Keeping
High score: High trust through reliability
Low score: Broken commitments erode credibility
Q4
I operate effectively with minimal supervision.
Analysis
Factor: Obstacle Removal
High score: Actively shields others from bureaucracy
Low score: Others frustrated by persistent blockers
Builds alignment and trust through communication and inclusivity.
Communication & Inclusion
ClarityCommunicates in ways that are easy to understand and act on.
Q1
I communicate my expectations clearly to others.
Analysis
Factor: Directional Clarity
High score: Others know what to focus on
Low score: Confusion about direction
Q2
I ensure understanding through feedback loops.
Analysis
Factor: Communication Verification
High score: Reduces miscommunication
Low score: Assumes understanding, creates confusion
Active ListeningCreates psychological safety by truly hearing others.
Q1
I listen fully before responding.
Analysis
Factor: Attentive Presence
High score: Others feel valued and respected
Low score: Others feel dismissed or unimportant
Q2
I genuinely consider viewpoints different from my own.
Analysis
Factor: Cognitive Diversity
High score: Creates space for dissent and innovation
Low score: Echo chamber that suppresses diverse thinking
Team AlignmentBuilds shared purpose and resolves conflicts constructively.
Q1
I clarify assumptions before drawing conclusions.
Analysis
Factor: Psychological Safety
High score: Strong safety enables learning and innovation
Low score: Fear-based culture suppresses information sharing
Q2
I build alignment effectively across teams and stakeholders.
Analysis
Factor: Collective Identity
High score: Strong cohesion and belonging
Low score: Group of individuals, not a team
Q3
I influence others through expertise and relationships, not authority.
Analysis
Factor: Conflict Resolution
High score: Healthy conflict management
Low score: Unresolved conflicts fester
Q4
I build trust effectively across different stakeholder groups.
Analysis
Factor: Upward Advocacy
High score: Others feel championed and protected
Low score: Others feel unsupported upward
Demonstrates integrity, self-awareness, and emotional intelligence in daily interactions.
Emotional Intelligence
ComposureRemains calm and professional under pressure.
Q1
I remain calm and focused under pressure.
Analysis
Factor: Stress Regulation
High score: Anchor of stability
Low score: Stress becomes contagious
Q2
I respond thoughtfully rather than reactively.
Analysis
Factor: Emotional Regulation
High score: Measured responses build predictability
Low score: Volatile reactions create anxiety
Q3
I maintain professionalism during conflict or disagreement.
Analysis
Factor: Conflict Composure
High score: Models constructive disagreement
Low score: Conflicts escalate unnecessarily
Self-Awareness & GrowthShows awareness of own impact and commitment to growth.
Q1
I have an accurate understanding of my strengths and weaknesses.
Analysis
Factor: Impact Awareness
High score: Adjusts behavior based on impact
Low score: Unaware of negative impact on others
Q2
I actively seek feedback to improve my leadership.
Analysis
Factor: Feedback Seeking
High score: Demonstrates humility and growth orientation
Low score: Closed to input about own performance
Integrity & TrustBuilds trust through consistent ethical behavior.
Q1
I make meaningful changes based on feedback I receive.
Analysis
Factor: Developmental Investment
High score: Others feel their growth is valued
Low score: Focused only on output, not development
Q2
I act consistently with my stated values and principles.
Analysis
Factor: Values Consistency
High score: High behavioral integrity
Low score: "Do as I say, not as I do" syndrome
Q3
I build trust through consistent, transparent behavior.
Analysis
Factor: Candor
High score: Trust through honesty
Low score: Withholding information or sugar-coating
Delivers consistent operational quality and effective customer/client service.
Operational Excellence
Process & QualityFollows processes and maintains quality standards.
Q1
I deliver my daily work to a consistently high standard.
Analysis
Factor: Output Quality
High score: Consistently high operational output
Low score: Quality varies or falls below standards
Q2
I follow established processes and procedures reliably.
Analysis
Factor: Process Adherence
High score: Reliable process follower
Low score: Inconsistent or cuts corners
Adaptability & EfficiencyManages shifting priorities and works efficiently.
Q1
I adapt quickly when priorities change during the day.
Analysis
Factor: Operational Agility
High score: Handles shifting demands well
Low score: Rigid in the face of change
Q2
I handle customer or client interactions calmly and professionally.
Analysis
Factor: Client Handling
High score: Professional and effective interactions
Low score: Struggles with difficult customer situations
Q3
I manage my time and workload efficiently.
Analysis
Factor: Time Management
High score: Well-organized and efficient
Low score: Disorganized or inefficient
Q4
I take ownership of problems rather than passing them along.
Analysis
Factor: Ownership
High score: Takes responsibility and resolves issues
Low score: Passes problems to others
Drives innovation, manages change effectively, and fosters continuous improvement.
Change & Innovation
Innovation MindsetEncourages creative thinking and continuous improvement.
Q1
I actively seek out opportunities for improvement.
Analysis
Factor: Improvement Drive
High score: Actively drives improvement
Low score: Complacent with status quo
Q2
I create space for experimentation and learning from failure.
Analysis
Factor: Psychological Safety for Innovation
High score: Safe to experiment and fail
Low score: Fear of failure inhibits innovation
Q3
I champion innovative ideas, even when they involve risk.
Analysis
Factor: Idea Championing
High score: Amplifies and supports new thinking
Low score: Ideas die on the vine
Change LeadershipLeads others through change effectively.
Q1
I lead change effectively, bringing people along with me.
Analysis
Factor: Change Communication
High score: People understand the why behind change
Low score: Change feels arbitrary or threatening
Q2
I manage the emotional and human side of change well.
Analysis
Factor: Transition Support
High score: Guides others through uncertainty
Low score: People left to navigate change alone
Q3
I maintain momentum through resistance and setbacks.
Analysis
Factor: Resistance Management
High score: Turns resistance into constructive engagement
Low score: Resistance goes unaddressed or is suppressed
Develops talent, provides coaching, and creates a culture of continuous learning.
Talent Development
Coaching & MentoringProvides effective coaching and mentoring.
Q1
I take a genuine interest in developing others.
Analysis
Factor: Development Interest
High score: Genuinely cares about others' growth
Low score: Focused on output, not development
Q2
I provide regular coaching and developmental feedback.
Analysis
Factor: Coaching Quality
High score: Effective coaching builds capability
Low score: Lacks coaching skill or commitment
Q3
I create stretch opportunities for my team.
Analysis
Factor: Stretch Assignment
High score: Creates growth through challenge
Low score: Keeps people in comfort zone
Q4
I build a learning culture in my area.
Analysis
Factor: Feedback Specificity
High score: Actionable and timely feedback
Low score: Vague or infrequent feedback
Learning CultureCreates an environment of continuous learning.
Q1
I identify and nurture talent proactively.
Analysis
Factor: Learning Environment
High score: Creates rich development opportunities
Low score: Learning is left to chance
Q2
I invest time in others' development even under pressure.
Analysis
Factor: Growth Recognition
High score: Celebrates development progress
Low score: Only recognizes output, not growth
Q3
I help others identify and build on their strengths.
Analysis
Factor: Strengths-Based Development
High score: Builds on strengths effectively
Low score: Only focuses on weaknesses
Q4
I handle development conversations with skill and care.
Analysis
Factor: Development Conversation
High score: Skilled at development dialogue
Low score: Avoids or mishandles development conversations
Builds trust, delivers value, and maintains positive relationships with all stakeholders.
Relationship & Value Delivery
Relationship BuildingBuilds and maintains positive, productive relationships.
Q1
I prioritize meeting the needs of those I serve.
Analysis
Factor: Service Orientation
High score: Prioritizes those they serve
Low score: Self-focused rather than stakeholder-focused
Q2
I build productive relationships across organizational boundaries.
Analysis
Factor: Relationship Quality
High score: Strong, productive relationships
Low score: Transactional or strained relationships
Q3
I deliver what I commit to stakeholders consistently.
Analysis
Factor: Commitment Fulfillment
High score: Reliable delivery against promises
Low score: Broken commitments damage relationships
Q4
I build trust through reliable, quality interactions.
Analysis
Factor: Trust Building
High score: Deep trust with stakeholders
Low score: Trust deficit in relationships
Reputation & ImpactMaintains a positive reputation and creates meaningful impact.
Q1
I handle stakeholder concerns promptly and effectively.
Analysis
Factor: Difficulty Handling
High score: Handles tough situations with skill
Low score: Avoids or mishandles difficult situations
Q2
I have a positive reputation with those I work with.
Analysis
Factor: Professional Reputation
High score: Strong positive reputation
Low score: Reputation concerns
Q3
I focus on creating mutual value in all relationships.
Analysis
Factor: Value Creation
High score: Consistently adds value beyond requirements
Low score: Delivers minimum only
Q4
I go beyond the minimum requirements to add value.
Analysis
Factor: Discretionary Effort
High score: Willing to go above and beyond
Low score: Does only what is required
