The rating scale has five choices:
RARELY (1): Use this rating if you have seen this person demonstrate this behavior(s) rarely, almost not at all, or never.
OCCASIONALLY (2): Use this rating if you have seen this person demonstrate the behavior(s) on occasion, but there is no consistent pattern: it seems like it was a random event.
SOMETIMES (3): Use this rating if you have seen this person demonstrate this behavior(s) inconsistently – meaning sometimes they do the behavior (or one part of the behaviors) well, sometimes not well, or sometimes not at all.
MOST OF THE TIME (4): Use this rating if you have seen this person demonstrate this behavior(s) consistently in everyday situations
ALWAYS (5): Use this rating if you have seen this person demonstrate this behavior(s) consistently, even in challenging situations, and this person can act as a resource to others to improve their performance.
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Maintains focus on priorities and manages projects to completion.
Sets clear and realistic expectations for use of time.
Aligns personal priorities with broader organizational goals.
Seeks appropriate input on priorities from leader and team members.
Balances demands for time by delegating effectively.
Shares credit and gives opportunities for visibility to others.
Maintains consistent positions on issues both publicly and privately.
Accepts and acknowledges own role when mistakes occur.
Shows respect for others and their ideas.
Encourages sharing information openly across and within organization boundaries.
Develops and coaches a team that complements each other’s strengths/limitations and recognizes the contributions of each team member.
Sets clear expectations and holds other accountable for meeting their objectives.
Proactively makes mid-course corrections when needed to achieve planned objectives.
Seeks to understand others’ points of view and incorporates input into solutions.
Adapts delegation and follow-up approach based on the specific needs of team members.
Encourages others to express their point of view.
Coaches employees to achieve maximum performance by communicating continuous performance feedback, providing resources, and removing obstacles.
Provides timely and specific feedback.
Provides opportunities that will challenge team members to develop a higher level of performance.
Leads by example by role-modeling expected behavior and holding him/herself accountable to the same standards expected of others.
Uses a participative approach to solicit ideas and feedback with internal and external customers to create best solutions.
Creates an environment where dialog cuts across all levels and functions to foster productive discussion of solutions.
Integrates information from multiple sources to create complete solutions.
Makes decisions based on understanding the facts.
Manages meetings to a clear agenda and goals.
Demonstrates a high degree of integrity in all communications and actions.
Recognizes the importance of building broad support for initiatives.
Identifies and involves key stakeholders in developing solutions to business challenges.
Leverages relationships to effectively understand multiple perspectives on a problem and develop complete solutions.
Uses multiple means to recruit and engage others in the solution development process.
Presents solutions and concepts in a manner that anticipates and proactively addresses the audiences needs.
Demonstrates understanding of how decisions will be received by the organization.
Shows conviction and enthusiasm when presenting ideas.
Presents ideas in the context of business need and demonstrates how recommendations will help advance the business.
Presents arguments clearly with adequate background and support for conclusions.
Are there specific actions or behaviors this person should try to do more?
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Are there any specific actions or behaviors this person should try to do less?
This response will be reviewed and graded after submission.
Are there any specific actions or behaviors this person should consider starting?
This response will be reviewed and graded after submission.