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Engagement : Trust : Culture

Leadership Survey

Please answer the following questions and comment on the relevant statements. This questionnaire will help evaluate your development opportunities. To be completed and shared with your people leader for their observations and input.

From Harvard Business Review, here are 12 areas CEOs and senior leaders are being coached in: what CEOs believe needs further development and what their boards feel they need to work on.  (Interesting to note the CEO lens).

Conflict management skills 27.9% 42.9% 18.3% Listening skills 20.9% 32.1% 20.7% Sharing leadership/delegation skills 37.2% 35.7% 22% Planning skill 18.6% 25% 14.6% Mentoring skills / developing internal talent 23.3% 21.4% 14.4% Communication skills 18.6% 32.1% 11% Team building skills 23.3% 17.9% 13.4% Decision-making skills 9.3% 17.9% 11% Compassion/empathy skills 7% 17.9% 13.2% Persuasion skills 9.3% 14.3% 11% Interpersonal skills 14% 14.3% 13.4% Motivational skills 7% 10.7% 7.3% What areas CEOs are being coached on: CEOs working on this skill CEOs believe this skill needs developing Board Directors believe this skill needs development Source: HBR
HBR-3Qetc Leadership Survey

1. Using this scale of 1 to 10, please rate yourself on the “CEO list” below in the self-column. Once the form is completed, please share it with your people leader to complete (Other).

** Please note you can’t use 7** (see below)

1-3Poor (needs considerable development)
8-9Very confident (could always improve)
4-5Average (requires some development)
10Role model
5-6Competent (with room for improvement)
 

The CEO list.

SelfOther
1
Conflict management skills
2
Listening skills
3
Sharing leadership / delegation
4
Planning skills
5
Development of internal talent
6
Communication skills
SelfOther
7
Team building skills
8
Decision making skills
9
Compassion / empathy skills
10
Persuasion skills
11
Interpersonal skills
12
Motivational skills – Self+ others
HBR-3Qetc Leadership Survey

2. Please rank the 6 Areas you would like to focus on in order under Self. Ask your People leader also to rank the areas they believe you should focus on in order (1 being priority).

SelfOther
1
Growth mindset
2
Well-being
3
Stakeholder relationships
4
Holding people to account
5
Self-awareness
6
Delegation skills
7
Communication skills
8
Self-regulation
9
Career planning
10
Influencing others
SelfOther
11
Self-compassion
12
Conflict resolution
13
Team building skills
14
Giving and receiving feedback
15
Strengths-awareness
16
Self-motivation
17
Collaboration
18
Self-confidence
19
Work-life balance
20
Others (name………………………………)
3. What, if any, are the current leadership challenges/issues that your organisation is facing?
4. What, if any, are the leadership challenges/issues that you are facing?
5. Any other comments/observations from yourself and your people leader (Other) that would support your development
Self:
Other:
**No 7s (Question 1)

We use scaling to provide an anchor for a statement or question. A part of goal theory is based on small but frequent incremental changes to help us continuously improve, something more commonly known as Kaizen’s theory or the theory of marginal gains.  On a scale of 1-10, 7 is the friendly version of ‘above average’. When you score something 7, it is comfortable; you don’t have to worry about being an 8 or 9 or the pressure of 5 or 6, where both scores might involve a follow-up conversation around ‘why’; 5 or 6 might infer something is not so good, 8 or 9 also has implications.

Thus, to remove the safe option and encourage conversation, we have removed seven from our scaling because we believe it creates a more constructive conversation and reflection.