Team Development Survey
RequiredRequired Question(s)
Dear Leader,

Developing a high performing long-term team takes intention, commitment and artistry.  
The results are beautiful and rewarding on many levels.

I invite you to take this brief reflective survey and a schedule a 30 minute complimentary consult if you'd like to explore further.

Let's roll!  
Karen

 
Required 1.

Has your organization/team articulated rules of engagement that encourages both innovation and honor?  

Yes, please share your agreement in the comments
No
  • Comment:

  • 500 characters left.
2.

Considering the people who report directly to you, choose all that apply:

I have no direct reports.
They are so comfortable disagreeing and trying to change things I have a hard time reeling them in.
I notice they just don't seem as happy as I'd like them to be.
Sometimes I perceive they sabotage each other.
Some of them literally avoid each other because they don't like or respect each other.
It seems I have to keep asking some of them to do things over and over.
I have a few people who seem to do most of the work; they are my go to people.
I have one or more people who are high performers but they just don't work well with others.
I perceive some of them will say 'yes' to whatever I suggest whether they agree or not.
My direct reports are all high performers, both with their communication and their work function ability.
  • Comment:

  • 500 characters left.
3.
Considering your peers across key departments, which best describes the relationships:
Not applicable
We spend a lot of time negotiating and trying to get collaboration across departments; it works but not naturally easy.
For the most part all is good EXCEPT for one leader.
Sometimes it is hard to believe we work for the same organization there are so many turf battles and undercurrents.
We collaborate, cooperate, and work effectively toward organizational outcomes across departments.
Other  
4.

Considering your direct reports' relationships across key departments, which best describes your perspective of the relationships: 

Not applicable.
They spend a lot of time negotiating and trying to get collaborations across departments; it works but not naturally easy.
For the most all is good, EXCEPT for one department.
Sometimes it is hard to believe we work for the same organization there are so many turf battles or negative undercurrents.
They collaborate, cooperate and work effectively toward organizational outcomes across departments.
Other  
  • Comment:

  • 500 characters left.
Required 5.

What are your people challenges?  Choose all that apply. 

Others' lack of engagement and enthusiasm for our purpose.
Dealing with 'know it all' types.
Not trusting things will always be done correctly; I need to follow-up and check.
I compensate for others' lack of follow through.
Getting people, who don't like each other, to work together.
I am my biggest obstacle.
Other  
Required 6.
If we worked to together to develop your team, what would success look to you for your team?
 

350 characters left.
7.

Have you measured or surveyed employee satisfaction and/or engagement?  If yes, please tell me about your findings in the comment box.  

Yes
No
  • Comment:

  • 500 characters left.
Required 8.
Here we go! Let me know who you are so I can contact you.

First Name:
Last Name:
Job Title:
Company Name:
Work Phone:
Email Address:
emailaddress@xyz.com