Monday, February 22, 2010

Questionnaire

About People, Culture, and Leadership

The culture development process moves more quickly when people understand how others experience the culture and leadership. This is especially true in workgroups and is essential in any leadership team attempting culture change. This exercise quickly helps a group understand itself better.

To use the questionnaire:

  • Cut and paste the Questionnaire into your word processing program.
  • Add and subtract questions to suit your company and your needs.
  • Print a copy for each person.(You may choose to omit these instructions, or you may leave them.)
  • With the whole group together, have each person complete the questionnaire.
  • Tally the results, with no names attached.

To do this:

For each question separately, tally the numbers circled by each person and divide the sum by the number of people who answered. This gives the group’s average score for each question. On a fresh copy of the questionnaire, for each question, circle the group’s average number.

The questions are written so that “yes” is “better” than “no”. This implies problems where the group average number is low. But you cannot be sure that a low score means “important”. This is why you asked people to “Mark with an X, any questions you would particularly like to see discussed in the group.” These are the “important” areas. Copy everyone’s “X”s onto that same fresh copy of the questionnaire. (Some questions might have several Xs.)

The written comments can be photocopied or typed onto a clean page for distribution with the tallied questionnaire.

  • Give everyone a copy of the results.
  • Begin the group discussion with those questions that got the most checkmarks.
  • Discuss the written comments and suggestions.
  • As a group, decide what to do with the discussion and information, if anything.

Questionnaire—People, Culture, and Leadership

This is not a test. There are no right or wrong answers. Answer how you personally feel about the statement in your present job, not how you think it “should” be. Your answers are confidential. Circle a number for each question.

1=No,  2=Mostly No,   3=Not Sure or Uncertain,  4=Mostly Yes,  5=Yes.

N                 Y

O                 E

                    S

People

1   2   3   4   5   Do you feel useful and productive?

1   2   3   4   5   Can you be creative?

1   2   3   4   5   Do you see endless opportunities for improvements?

1   2   3   4   5   Do you know how you fit into the big picture?

1   2   3   4   5   Do you feel you belong?

1   2   3 4   5   Are you valued for your work and contributions?

1   2   3   4   5   Do you have fun?

1   2   3   4   5   Are you well managed?

1   2   3   4   5   Are relationships at work mature and non-political?

1   2   3   4   5   Do you have enough information to make good decisions?

Culture

1   2   3   4   5   People bring their full energy and creativity.

1   2   3   4   5   This is a powerful company that engages employee’s hearts and minds.

1   2   3   4   5   Procedures here are designed with real people in mind.

1   2   3   4   5   Relationships and communications are fine.

1   2   3   4   5   Senior managers keep in mind their early work experiences.

1   2   3   4   5   Power and control is widely shared.

1   2   3   4   5   I am involved in decisions that affect me.

1   2   3   4   5   The company is open to challenges, suggestions, and change.

Leadership

1   2   3   4   5   Leaders here put people first.

1   2   3   4   5   Leaders here are good coaches.

1   2   3   4   5   Leaders here ask people how they can help them.

1   2   3   4   5   Leaders here set a clear direction—“This is where we are going.”

1   2   3   4   5   Leaders here celebrate and recognize and reward desired behavior.

1   2   3   4   5   Leaders here give everyone background information, the big picture.

1   2   3   4   5   Leaders here protect people from abuse from the system above them.

1   2   3   4   5   Leaders here make cooperative, team decisions.

Mark with an X, any questions you would particularly like to see discussed in the group.

Please write any other comments and suggestions. Use the back of the page if you need more space.

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