Are you completing this survey for an associate, or are you describing yourself?
Completing for an associate
Name of the person you are profiling:
What are this person's primary strengths as a leader?
What areas of his or her leadership performance would benefit from improvement?
Indicate your observations of this person in each of the following
Which statement best describes this person's method of goal-setting and planning?
Sets goals for others and then lets people know what's required of them
Lets people set whatever goals they choose and tries to support them
Establishes challenging goals and clear plans in a joint effort with others
Relies on others to set goals and lets other people figure things out
How does this person react when mistakes are made or performance is less than expected?
Comforts those involved and uses encouragement to keep morale up
Discusses the situation with those involved so productive changes can be made
Usually ignores mistakes and doesn't like to talk about problems or shortcomings
Takes over and makes independent decisions about corrective action
. What does this person do to support the development of others?
Supports the growth of others while ensuring training is practical and useful
Relies on people learning through experience or asking for help from others
Decides what training is required and emphasizes generating immediate results
Gives people training they desire, but doesn't require them to put it into action
When delegating responsibility to others, how is this person most likely to act?
Doesn't provide much input on goals or plans and lets people figure things out on their own
Tells people what to do, how they should do it, and when they should be done
Gives assignments to those who enjoy them and doesn't set specific expectations
Sets clear objectives, along with others, and stays available to provide support
When people aren't getting along, what kind of approach would this person take?
Tells people to put their feelings aside and get the job done
Gives extra praise to those involved and try to keep them separated
Promotes open communication on key issues before problems get worse
Avoids getting involved and hopes things will work themselves out
How would you describe this person's overall approach to leadership?
Tries to always keep people happy and emphasizes harmony more than productivity
Works together with others to accomplish goals and fulfill the needs of all involved
Leaves people to handle things on their own and doesn't get very involved
Demands results and is willing to hold people accountable or make the final decision
What kind of relationships does this person usually build with other people?
Works with others on an equal level and can be firm or demanding when needed
Keeps to himself or herself and doesn't get too involved with others
Wants to be the decision-maker and lets people know who's in charge
A very helpful and accommodating person who likes to please others
Which of these best describes his or her approach to communication?
Tends to stay in the background and speak only when spoken to
Always sympathetic and willing to listen, and tries to avoid disagreements
Takes a direct and assertive approach and keeps a strong focus on the facts
Ask questions, when needed, and expresses ideas and opinions with confidence
On a scale of 1 to 10, where 1 is poor and 10 is excellent, how do you rate this person's
effectiveness as a leader?