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600 Questionnaire Items Measuring Attitude

Having a positive attitude is important in business. This helps you to:

• Cultivates a Growth-Oriented Culture: Encourages learning from setbacks and feedback, driving continuous improvement across individuals and teams.
• Builds Trust and Security: Creates an environment where employees feel safe to speak up, share ideas, and take risks--essential for innovation.
• Enhances Communication and Approachability: Opens channels for honest dialogue, constructive feedback, and productive collaboration.
• Strengthens Resilience During Change or Challenge: Maintains team morale and forward momentum when navigating uncertainty or adversity.
• Promotes Accountability with Empathy: Balances high expectations with genuine care, fostering ownership while preserving team well-being.
• Aligns People Around Shared Purpose and Values: Channels optimism and pride to unite diverse talents toward meaningful organizational goals.
• Accelerates Decision-Making and Problem Solving: Brings clarity and calm to high-pressure situations, enabling thoughtful, decisive action.
• Attracts and Retains Top Talent: Sends a clear message about cultural integrity and growth, making your team a magnet for high performers.

Attitude gives managers the ability to lead with clarity, emotional intelligence, and purpose—creating environments where people feel valued, motivated, and equipped to grow. It empowers them to navigate challenges with steadiness and optimism, communicate with openness and respect, and foster a culture where collaboration and accountability thrive. Through consistent demonstration of humility, pride, and care, managers build the trust and credibility that anchor high-performing, human-centered teams.

360-Degree Feedback Questionnaire Items

A Positive Attitude enables managers to create a workplace culture rooted in trust, encouragement, and shared success—where challenges are met with resilience, relationships are built through gracious and open communication, and growth is fueled by humility and a willingness to learn. It allows managers to lead with clarity, respond to change with confidence, and consistently model behaviors that inspire optimism, accountability, and pride throughout their teams. By embracing positivity not just as a disposition but as a leadership tool, managers empower others to contribute more fully, collaborate more openly, and align more deeply with both people and organizational goals.



Positive Tone

• Contributes to a positive and fun work environment.
• Contributes to a positive work environment.
• Enjoys working in the department
• Remains positive even when working with individuals who have poor attitudes.
• Sets a positive tone for the department and team.
• Builds and maintains positive relationships with peers.
• Chooses to have a positive attitude regardless of circumstances.
• Enjoys working for [Company]

Open and Approachable

• Builds open and trusting relationships.
• Appreciates feedback from others as an opportunity for self-improvement.
• Seeks feedback from others, including junior staff.
• Greets teammates each morning with authentic warmth and curiosity, setting a tone of shared purpose.
• Approachable and easy to talk to.
• Engages in empathetic listening without interrupting others or posturing in front of a group.
• Encourages openness and constructive dialogue around the changes.
• Engages with employees at every level in a warm, approachable manner.
• Views feedback as a tool for improvement rather than a threat to ego.

Gracious

• Exhibits a professional and gracious demeanor.
• Compliments employees when they do a good job.
• Pleasant and gracious to work with.
• Expresses sincere appreciation for others' efforts -- regardless of how routine or behind-the-scenes they may be.
• Is gracious and professional in their interactions with others.
• Expresses gratitude for effort, not just outcomes.
• Appreciates the efforts of others.

Concern for Others

• Shows empathy in their interactions with others.
• Shows genuine interest in the well-being of colleagues, beyond work performance.
• Is sensitive and understanding toward those with a less than positive attitude.
• Demonstrates sincere caring for employees in the department.
• Has a concern for employees in the department.
• Has genuine concern for others.
• Genuinely concerned about others in the department.

Respectful

• Treats all people fairly and with respect.
• Shows by their actions that they trust in the positive intentions of others.
• Respects boundaries and personal differences, allowing others to be authentic.
• Acknowledges team members' emotions and perspectives, even when they differ from their own.
• Listens actively to others without interrupting or dismissing their contributions.
• Speaks with civility and kindness, even under pressure or during disagreement.
• Makes space for others to share perspectives on change, incorporating feedback into real-time decisions.
• Refrains from sarcasm, judgment, or belittling remarks in conversations.
• Accommodates differing work styles and needs when planning team interactions.
• Treats others with respect.
• Invites participation by asking open-ended questions and valuing all voices.

Optimistic

• Demonstrates confidence in navigating ambiguity and motivates others to act despite uncertainty.
• Always undertakes projects with expectations of success.
• Reinforces progress by celebrating milestones and maintaining momentum during difficult phases.
• Speaks positively about the organizational direction, helping staff see the bigger picture.
• Communicates future goals with excitement and clarity, inspiring confidence in what lies ahead.
• Looks for ways to succeed in spite of any obstacles or circumstances.
• Is optimistic about the future direction and plans.
• Expresses genuine belief in the team's ability to overcome challenges and thrive.
• Shows optimism in challenging moments.

Resilient

• Bounces back quickly from setbacks.
• Approaches setbacks with a positive attitude.
• Embraces unexpected challenges with a calm, solution-oriented mindset.
• Focuses on solutions rather than obstacles when facing setbacks.
• Frames setbacks as temporary and treatable, helping the team stay focused on solutions.
• Displays persistence in pursuing goals despite obstacles and setbacks.
• Models resilience in the face of adversity.

Learns From Mistakes

• Searches for things that can be learned from mistakes.
• Faces setbacks with composure and reframes challenges as opportunities for growth.
• Reflects on missteps with a focus on building future success
• Shares lessons learned with the team to prevent recurring mistakes and strengthen performance.
• Approaches failures as stepping stones toward improvement.
• Admits when mistakes are made and models the appropriate responses to learn from it constructively.
• Maintains optimism by turning mistakes into actionable learning moments.
• Creates space for constructive dialogue around mistakes, viewing them as learning opportunities.

Flexibility

• Models openness to feedback, adapting personal approaches when new insights emerge.
• Remains curious and adaptable, welcoming unfamiliar challenges with optimism.
• Responds constructively to last-minute changes and shifting priorities, without frustration or resistance, and with a positive attitude.
• Maintains team morale during shifting conditions by reinforcing purpose, clarity, and support.
• Adjusts leadership style to meet the needs of different individuals and situations, showing empathy and agility.
• Demonstrates a positive attitude when responding constructively to last-minute changes and shifting priorities, showing no frustration or resistance.
• Supports alternative approaches and encourages creative problem-solving when roadblocks arise.
• Welcomes revisions to plans when they lead to better outcomes, rather than clinging to original strategies.
• Models adaptability and proactive engagement.
• Able to cope with changes.
• Encourages others to overcome resistance to change.
• Stays optimistic during transitions, reinforcing the idea that change can bring new opportunities.

Pride in Work

• Adds creative flair or thoughtful touches to deliverables, demonstrating pride and joy in the work itself.
• Uses setbacks or errors as learning moments, showing pride through persistence and growth.
• Promotes high ethical standards and values-driven work, reinforcing pride in doing what's right -- not just what's easy.
• Enjoys discussing progress, especially in team meetings or performance reviews.
• Consistently holds self to high standards, even when others might settle for "good enough."
• Always does their best effort on the job.
• Takes time to polish presentations, communications, or reports, ensuring they reflect professionalism and clarity.
• Shows up each day with a commitment to exceed expectations, not just meet them.
• Takes pride in the quality of work and seeks continuous improvement.
• Demonstrates care and thoughtfulness in even the smallest tasks.
• Presents work with an "I stand behind this" mentality, demonstrating authenticity and personal accountability.

Confidence

• Speaks with clarity and conviction, yet remains open to feedback and alternative viewpoints.
• Greets ambiguity with curiosity and purpose, rather than hesitation or avoidance.
• Expresses belief in the team's ability to overcome obstacles and deliver results.
• Encourages others to take initiative by modeling courage and forward momentum.
• Speaks about projects with language that conveys excitement and possibility.
• Maintains consistency in effort--even when outcomes are uncertain or recognition is delayed.
• Uses affirming language that emphasizes strengths, possibilities, and momentum.
• Participates actively in meetings, offering ideas with energy and genuine interest, not just obligation.

Accountability

• Avoids placing blame on others when confronted with problems or mistakes.
• Shows initiative in resolving challenges rather than waiting for others to intervene.
• Owns the impact of their actions and words, taking corrective steps when needed.
• Admits when wrong and demonstrates integrity in actions.
• Follows through on commitments consistently and honors deadlines without needing reminders.
• Holds themselves accountable for their performance and results.
• Takes ownership for both successes and failures.

Volunteerism

• Welcomes challenging assignments as opportunities to stretch and grow.
• Volunteers to take responsibility for assignments that fall outside their immediate scope to help move the team forward.
• Steps forward and volunteers to support time-sensitive tasks without being asked, especially when others are unavailable.
• Volunteers willingly for assignments.
• Offers to lead new initiatives, pilot programs, or improvement efforts to advance team goals.
• Volunteers for tasks or initiatives that stretch their skills, showing eagerness to contribute and grow.
• Participates in planning and facilitating team-building activities or staff recognition events.
• Volunteers to help troubleshoot issues or streamline processes that others may avoid.
• Contributes extra effort during peak periods to relieve pressure from colleagues.
• Offers to test new tools, systems, or workflows to improve organizational effectiveness.
• Volunteers to represent the team in cross-functional or company-wide working groups.

Helping Others

• Visibly supports and encourages others.
• Works to eliminate unnecessary work or barriers that get in others' way.
• Seeks out mentorship opportunities to support junior staff or onboard new employees.
• Demonstrates a service-oriented mindset by asking, "Where can I help?" when the team faces challenges.
• Is willing to mentor and coach employees.
• Offers constructive criticism.
• Seeks opportunities to be helpful to others.

Excellence

• Models a growth mindset by sharing what they're learning in real time.
• Goes above and beyond when the team or organization needs extra support.
• Models high standards by being the first to step up during difficult circumstances.
• Proactively seeks feedback to refine outcomes, not out of obligation but a desire to elevate quality.
• Is personally involved in all aspects of the department.
• Strives to support team success through personal accountability and proactive effort.
• Responds well to instructions and assignments.
• Sets personal goals to raise the standard of excellence within their role.

Willing to Learn

• Engages in continuous learning, drawing lessons from both success and failure.
• Views every interaction as an opportunity to grow and refine perspective.
• Is teachable and curious tending to foster innovation and build stronger relationships.
• Shows genuine curiosity in learning new tools, systems, or workflows.
• Seeks to learn from everyone and every experience.
• Seeks input from others before making decisions, acknowledging the value of diverse perspectives.
• Shows curiosity in learning new tools or techniques to continuously improve work outcomes.
• Actively seeks insight from colleagues at all levels and backgrounds.
• Encourages shared learning by valuing contributions from others, asking thoughtful questions, and integrating feedback into practice.

Risk Taking

• Shares ideas proactively, even when the ideas are unconventional or unfinished, trusting the collaborative process.
• Stands by decisions when appropriate, demonstrating thoughtful risk-taking and ownership.
• Encourages team members of the potential benefits of taking a bold step, even if success isn't guaranteed.
• Encourages experimentation and learning from trial and error, rather than fearing imperfection.
• Encourages innovation by emphasizing that every idea is worth exploring.
• Is willing to accept and manage risk that may be necessary to achieve goals.
• Is self-confident and willing to take risks to advance important projects.
• Frames smart risk-taking as the best approach to solving problems.
• Encourages the team to experiment and learn, reinforcing that setbacks are a natural part of progress.

Respects Time

• Shows appreciation for others' time as a reflection of mutual respect.
• Recognizes time as a shared resource and manages it responsibly.
• Honors others' time by being prepared and focused.
• Understands value of time and does not waste the time of others.
• Demonstrates awareness of others' time constraints and adjusts accordingly.
• Respects schedules and avoids unnecessary delays.

Humility

• Elevates the recognition of their team instead of themselves.
• Deflects praise with grace and redirects attention to collaborative effort.
• Credits the team for any shared success.
• Reinforces the team's value and shared purpose.
• Demonstrates humility by embracing new ideas and feedback.
• Keeps ego in check by staying focused on the goal, not personal accolades or authority.
• Shows vulnerability by asking for help or clarity when needed, normalizing shared learning.
• Remains grounded without a need for grandstanding or theatrics to make an impact.
• Does not focus on or well on differences in rank or status.

Pride in Others Work

• Sees employee development as a journey and expresses confidence in their continued growth.
• Highlights progress and effort, even if outcomes are still emerging.
• Gives credit to individuals for their ideas and input, regardless of role or seniority.
• Demonstrates pride in the team's work while remaining humble and receptive suggestions for improvements.
• Shares credit broadly during celebrations or presentations, highlighting others' contributions.
• Speaks with confidence and clarity about the team's goals and outcomes, reflecting pride in their work and leadership.
• Celebrates team achievements with genuine enthusiasm, showcasing investment in collective success.
• Celebrates the small wins (both personal and team-wide) with visible appreciation and encouragement.

Self-Control

• Demonstrates emotional steadiness and optimism even under pressure.
• Shows restraint in their tone and demeanor.
• Maintains a high self-esteem and sense of worth within the organization.

Employee Opinion Survey Items

Employees with good Attitude skills help organizations and departments by fostering a culture of respect, resilience, and proactive problem-solving that strengthens team dynamics and drives performance. Their ability to approach challenges with optimism and grace contributes to smoother collaboration, more constructive feedback, and greater willingness to adapt in changing environments. By modeling responsibility, open-mindedness, and emotional maturity, these employees help reduce friction, build trust across departments, and reinforce a shared commitment to achieving organizational goals with integrity and pride.



Positive Tone

• Associates contribute to a positive work environment.
• My manager chooses to have a positive attitude regardless of circumstances.
• Coworkers enjoy working in the department
• Associates enjoy working for [company]
• Team members remain positive even when working with individuals who have poor attitudes.
• My manager sets a positive tone for the department and team.
• The team leader builds and maintains positive relationships with peers.
• The supervisor contributes to a positive and fun work environment.

Open and Approachable

• Managers build open and trusting relationships.
• Senior executives engage with employees at every level in a warm, approachable manner.
• Colleagues view feedback as a tool for improvement rather than a threat to ego.
• Managers encourage openness and constructive dialogue around the changes.
• My manager is approachable and easy to talk to.
• The project manager engages in empathetic listening without interrupting others or posturing in front of a group.
• Supervisors seek feedback from others, including junior staff.
• My team leader appreciates feedback from others as an opportunity for self-improvement.
• My manager greets teammates each morning with authentic warmth and curiosity, setting a tone of shared purpose.

Gracious

• My team leader appreciates the efforts of others.
• Managers express sincere appreciation for others' efforts -- regardless of how routine or behind-the-scenes they may be.
• My manager exhibits a professional and gracious demeanor.
• Leaders compliment employees when they do a good job.
• Our manager is pleasant and gracious to work with.
• The project manager is gracious and professional in their interactions with others.
• My supervisor expresses gratitude for effort, not just outcomes.

Concern for Others

• My manager is genuinely concerned about others in the department.
• Our manager is sensitive and understanding toward those who may have a less than positive attitude.
• Leaders have a concern for employees in the department.
• The project manager shows empathy in their interactions with others.
• Team members have genuine concern for others.
• The department head demonstrates sincere caring for employees in the department.
• Coworkers in my department show genuine interest in the well-being of colleagues, beyond work performance.

Respectful

• My manager makes space for others to share perspectives on change, incorporating feedback into real-time decisions.
• The project manager accommodates differing work styles and needs when planning team interactions.
• Supervisors treat all people fairly and with respect.
• My supervisor listens actively to others without interrupting or dismissing their contributions.
• My manager treats others with respect.
• Supervisors show by their actions that they trust in the positive intentions of others.
• My manager acknowledges team members' emotions and perspectives, even when they differ from their own.
• My manager speaks with civility and kindness, even under pressure or during disagreement.
• Leaders refrain from sarcasm, judgment, or belittling remark in conversations.
• Supervisors invite participation by asking open-ended question and valuing all voices.
• The project manager respects boundaries and personal differences, allowing others to be authentic.

Optimistic

• Managers demonstrate confidence in navigating ambiguity and motivate others to act despite uncertainty.
• Our manager reinforces progress by celebrating milestones and maintaining momentum during difficult phases.
• Leaders undertake projects with expectations of success.
• Team members are optimistic about the future direction and plans.
• My supervisor communicates future goals with excitement and clarity, inspiring confidence in what lies ahead.
• The project manager expresses genuine belief in the team's ability to overcome challenges and thrive.
• Colleagues look for ways to succeed in spite of any obstacles or circumstances.
• Coworkers in my department show optimism in challenging moments.
• My manager speaks positively about the organizational direction, helping staff see the bigger picture.

Resilient

• We bounce back quickly from setbacks.
• My manager focuses on solutions rather than obstacles when facing setbacks.
• My manager embraces unexpected challenges with a calm, solution-oriented mindset.
• Leaders frame setbacks as temporary and treatable, helping the team stay focused on solutions.
• On our team, setbacks are approached with a positive attitude.
• My coworkers display persistence in pursuing goals despite obstacles and setbacks.
• The project manager models resilience in the face of adversity.

Learns From Mistakes

• Our manager shares lessons learned with the team to prevent recurring mistakes and strengthen performance.
• Leaders approach failures as stepping stones toward improvement.
• The members of my team maintain optimism by turning mistakes into actionable learning moments.
• Our team reflects on missteps with a focus on building future success
• My manager searches for things that can be learned from mistakes.
• Our department creates space for constructive dialogue around mistakes, viewing them as learning opportunities.
• Supervisors face setbacks with composure and reframe challenge as opportunities for growth.
• My manager admits when mistakes are made and models the appropriate responses to learn from it constructively.

Flexibility

• The project manager models adaptability and proactive engagement.
• Managers encourage others to overcome resistance to change.
• The department head models openness to feedback, adapting personal approaches when new insights emerge.
• Associates welcome revisions to plans when they lead to better outcomes, rather than clinging to original strategies.
• My division stays optimistic during transitions, reinforcing the idea that change can bring new opportunities.
• The project leader adjusts leadership style to meet the needs of different individuals and situations, showing empathy and agility.
• The team leader remains curious and adaptable, welcoming unfamiliar challenges with optimism.
• The supervisor maintains team morale during shifting conditions by reinforcing purpose, clarity, and support.
• I am able to cope with changes.
• Our team demonstrates a positive attitude when responding constructively to last-minute changes and shifting priorities, showing no frustration or resistance.
• The supervisor responds constructively to last-minute changes and shifting priorities, without frustration or resistance, and with a positive attitude.
• Supervisors support alternative approaches and encourage creative problem-solving when roadblocks arise.

Pride in Work

• My manager demonstrates care and thoughtfulness in even the smallest tasks.
• The project manager promotes high ethical standards and values-driven work, reinforcing pride in doing what's right -- not just what's easy.
• Setbacks or errors are used as learning moments, showing pride through persistence and growth.
• We show up each day with a commitment to exceed expectations, not just meet them.
• My supervisor does their best effort on the job.
• Team members in my department present work with an "I stand behind this" mentality, demonstrating authenticity and personal accountability.
• My supervisor adds creative flair or thoughtful touches to deliverables, demonstrating pride and joy in the work itself.
• Colleagues hold themselves to high standards, even when others might settle for "good enough."
• My supervisor enjoys discussing progress, especially in team meetings or performance reviews.
• Employees take pride in the quality of their work and seek continuous improvement.
• Our supervisor takes time to polish presentations, communications, or reports, ensuring they reflect professionalism and clarity.

Confidence

• Managers use affirming language that emphasize strengths, possibilities, and momentum.
• My team leader expresses belief in the team's ability to overcome obstacles and deliver results.
• Leaders maintain consistency in effort--even when outcomes are uncertain or recognition is delayed.
• The supervisor greets ambiguity with curiosity and purpose, rather than hesitation or avoidance.
• Our manager speaks about projects with language that conveys excitement and possibility.
• The project leader speaks with clarity and conviction, yet remains open to feedback and alternative viewpoints.
• Associates participate actively in meetings, offering ideas with energy and genuine interest, not just obligation.
• My supervisor encourages others to take initiative by modeling courage and forward momentum.

Accountability

• My department shows initiative in resolving challenges rather than waiting for some intervention.
• Managers own the impact of their actions and words, taking corrective step when needed.
• Colleagues avoid placing blame on others when confronted with problems or mistakes.
• Coworkers in my department hold themselves accountable for their performance and results.
• The supervisor takes ownership for both successes and failures.
• My supervisor admits when wrong and demonstrates integrity in actions.
• Associates follow through on commitments consistently and honor deadlines without needing reminders.

Volunteerism

• My department offers to test new tools, systems, or workflows to improve organizational effectiveness.
• Challenging assignments are welcomed as opportunities to stretch and grow.
• Managers offer to lead new initiatives, pilot programs, or improvement efforts to advance team goals.
• Leaders in our department volunteer to help troubleshoot issues or streamline process that others try to avoid.
• The supervisor contributes extra effort during peak periods to relieve pressure from colleagues.
• The members of my team volunteer willingly for assignments.
• My team leader volunteers to represent the team in cross-functional or company-wide working groups.
• Colleagues are willing to volunteer to take responsibility for assignments that fall outside their immediate scope to help move the team forward.
• The project manager participates in planning and facilitating team-building activities or staff recognition events.
• Associates step forward and volunteer to support time-sensitive task without being asked, especially when others are unavailable.
• Employees in my department volunteer for tasks or initiatives that stretch their skills, showing eagerness to contribute and grow.

Helping Others

• My supervisor seeks opportunities to be helpful to others.
• The supervisor demonstrates a service-oriented mindset by asking, "Where can I help?" when the team faces challenges.
• The project manager is willing to mentor and coach employees.
• In our department, we work to eliminate unnecessary work or barriers that get the way.
• Managers visibly support and encourage others.
• My team leader offers constructive criticism.
• The team leader seeks out mentorship opportunities to support junior staff or onboard new employees.

Excellence

• Employees at the company set personal goals to raise the standard of excellence within their role.
• My manager models high standards by being the first to step up during difficult circumstances.
• Our supervisor goes above and beyond the call of duty when our team needs extra support.
• My team leader models a growth mindset by sharing what they're learning in real time.
• Team members respond well to instructions and assignments.
• Coworkers strive to support team success through personal accountability and proactive effort.
• Coworkers in my department seek feedback to refine outcomes and elevate quality.
• My manager is personally involved in all aspects of the department.

Willing to Learn

• Supervisors show genuine curiosity in learning new tools, systems, or workflows.
• Coworkers engage in continuous learning, drawing lessons from both success and failure.
• Employees in my department are teachable and curious, tending to foster innovation.
• I try to seek to learn from everyone and every experience.
• Our team views every interaction as an opportunity to grow and refine perspective.
• My manager seeks input from others before making decisions, acknowledging the value of diverse perspectives.
• The project lead encourages shared learning by valuing contributions from others, asking thoughtful questions, and integrating feedback into practice.
• Associates seek insight from colleagues at all level and backgrounds.
• In our department, there is curiosity in learning new tools or techniques to improve work outcomes.

Risk Taking

• My manager is self-confident and willing to take risks to advance important projects.
• Ideas are shared proactively, even when they are unconventional or unfinished.
• My team stands by decisions when appropriate, demonstrating thoughtful risk-taking and ownership.
• Leaders encourage team members of the potential benefits of taking a bold step, even if success isn't guaranteed.
• The project manager is willing to accept and manage risks that may be necessary to achieve goals.
• Our department encourages experimentation and learning from trial and error, rather than fearing imperfection.
• The company frames smart risk-taking as the best approach to solving problems.
• Our department encourages innovation by emphasizing that every idea is worth exploring.
• My manager encourages the team to experiment and learn, reinforcing the idea that setbacks are a natural part of progress.

Respects Time

• Team members understand value of time and do not waste the time of others.
• My manager respects schedules and avoids unnecessary delays.
• The project manager shows appreciation for others' time as a reflection of mutual respect.
• The team leader recognizes time as a shared resource and manages it responsibly.
• Supervisors are considerate of others and demonstrate an awareness of others' time constraints.
• Leaders honor others' time by being prepared and focused.

Humility

• Our manager credits the team for any shared success.
• Coworkers in my department demonstrate humility by being willing to embrace new ideas and feedback.
• Leaders at our company elevate the recognition of their teams instead of themselves.
• The members of my team do not focus on or well on differences in rank or status.
• Supervisors reinforce the team's value and shared purpose.
• Employees sometimes show vulnerability by asking for help or clarity when needed.
• Leadership remains grounded without a need for grandstanding or theatrics to make an impact.
• Colleagues keep their egos in check by staying focused on the goal, not personal accolades or authority.

Pride in Others Work

• The supervisor sees employee development as a journey and expresses confidence in our continued growth.
• My supervisor speaks with confidence and clarity about our team's goals and outcomes, reflecting pride in our work.
• Our department celebrates the small wins (both personal and team-wide) with visible appreciation and encouragement.
• Managers give credit to individuals for their ideas and input, regardless of role or seniority.
• My manager demonstrates pride in the team's work while remaining humble and receptive suggestions for improvements.
• Leaders highlight progress and effort, even if outcomes are still emerging.
• My team leader celebrates team achievements with genuine enthusiasm, showcasing investment in collective success.
• Shares credit broadly during celebrations or presentations, highlighting the contributions of others.

Self-Control

• Managers demonstrate emotional steadiness and optimism even under pressure.
• Senior executives show restraint in their tone and demeanor.
• I have a high self-esteem and sense of worth within the organization.

Self-Assessment Items

A positive Attitude helps you to approach work with purpose, grace, and emotional steadiness. Turn obstacles into learning opportunities and relationships into partnerships. It allows you to communicate with warmth and confidence, build trust through accountability and respect, and inspire those around you with a mindset rooted in optimism and continuous growth. By staying open, gracious, and resilient, you create space for meaningful collaboration, high standards, and a culture where both individual and team success are celebrated.



Positive Tone

• You contribute to a positive and fun work environment.
• You contribute to a positive work environment.
• I remain positive even when working with individuals who have poor attitudes.
• I set a positive tone for the department and team.
• You enjoy working for [Company]
• You choose to have a positive attitude regardless of circumstances.
• I build and maintain positive relationships with peers.
• You enjoy working in the department

Open and Approachable

• You build open and trusting relationships.
• I view feedback as a tool for improvement rather than a threat to ego.
• You greet teammates each morning with authentic warmth and curiosity, setting a tone of shared purpose.
• You appreciate feedback from others as an opportunity for self-improvement.
• I engage with employees at every level in a warm, approachable manner.
• You engage in empathetic listening without interrupting others or posturing in front of a group.
• I seek feedback from others, including junior staff.
• I encourage openness and constructive dialogue around the changes.
• You are approachable and easy to talk to.

Gracious

• You are gracious and professional in your interactions with others.
• You compliment employees when they do a good job.
• You are pleasant and gracious to work with.
• You exhibit a professional and gracious demeanor.
• You express sincere appreciation for others' efforts -- regardless of how routine or behind-the-scenes they may be.
• You appreciate the efforts of others.
• I express gratitude for effort, not just outcomes.

Concern for Others

• You are genuinely concerned about others in the department.
• I am sensitive and understanding toward those with a less than positive attitude.
• You demonstrate sincere caring for employees in the department.
• You have genuine concern for others.
• You show genuine interest in the well-being of colleagues, beyond work performance.
• You have a concern for employees in the department.
• You show empathy in your interactions with others.

Respectful

• You treat all people fairly and with respect.
• You show by your actions that you trust in the positive intentions of others.
• You respect boundaries and personal differences, allowing others to be authentic.
• I listen actively to others without interrupting or dismissing their contributions.
• I refrain from sarcasm, judgment, or belittling remarks in conversations.
• You speak with civility and kindness, even under pressure or during disagreement.
• I accommodate differing work styles and needs when planning team interactions.
• I acknowledge team members' emotions and perspectives, even when they differ from my own.
• You invite participation by asking open-ended questions and valuing all voices.
• You treat others with respect.
• You make space for others to share perspectives on change, incorporating feedback into real-time decisions.

Optimistic

• I communicate future goals with excitement and clarity, inspiring confidence in what lies ahead.
• I show optimism in challenging moments.
• You express genuine belief in the team's ability to overcome challenges and thrive.
• You look for ways to succeed in spite of any obstacles or circumstances.
• I always undertake projects with expectations of success.
• I reinforce progress by celebrating milestones and maintaining momentum during difficult phases.
• You speak positively about the organizational direction, helping staff to see the bigger picture.
• You are optimistic about the future direction and plans.
• You demonstrate confidence in navigating ambiguity and motivate others to act despite uncertainty.

Resilient

• You display persistence in pursuing goals despite obstacles and setbacks.
• You focus on solutions rather than obstacles when facing setbacks.
• I approach setbacks with a positive attitude.
• You embrace unexpected challenges with a calm, solution-oriented mindset.
• I bounce back quickly from setbacks.
• I frame setbacks as temporary and treatable, helping the team stay focused on solutions.
• You model resilience in the face of adversity.

Learns From Mistakes

• You admit when mistakes are made and model the appropriate responses to learn from it constructively.
• You share lessons learned with the team to prevent recurring mistakes and strengthen performance.
• I face setbacks with composure and reframe challenges as opportunities for growth.
• You create space for constructive dialogue around mistakes, viewing them as learn opportunities.
• I search for things that can be learned from mistakes.
• I maintain optimism by turning mistakes into actionable learn moments.
• I approach failures as stepping stones toward improvement.
• You reflect on missteps with a focus on building future success

Flexibility

• I model openness to feedback, adapting personal approaches when new insights emerge.
• I stay optimistic during transitions, reinforcing the idea that change can bring new opportunities.
• I welcome revisions to plans when they lead to better outcomes, rather than clinging to original strategies.
• You respond constructively to last-minute changes and shifting priorities, without frustration or resistance, and with a positive attitude.
• You are able to cope with changes.
• I encourage others to overcome resistance to change.
• I support alternative approaches and encourage creative problem-solving when roadblocks arise.
• You maintain team morale during shifting conditions by reinforcing purpose, clarity, and support.
• I model adaptability and proactive engagement.
• I demonstrate a positive attitude when responding constructively to last-minute changes and shifting priorities, showing no frustration or resistance.
• I remain curious and adaptable, welcoming unfamiliar challenges with optimism.
• You adjust leadership style to meet the needs of different individuals and situations, showing empathy and agility.

Pride in Work

• You always do your best effort on the job.
• I add creative flair or thoughtful touches to deliverables, demonstrating pride and joy in the work itself.
• I take pride in the quality of my work and seek continuous improvement.
• You present work with an "I stand behind this" mentality, demonstrating authenticity and personal accountability.
• I show up each day with a commitment to exceed expectations, not just meet them.
• You use setbacks or errors as learning moments, showing pride through persistence and growth.
• I enjoy discussing progress, especially in team meetings or performance reviews.
• I demonstrate care and thoughtfulness in even the smallest tasks.
• You take time to polish presentations, communications, or reports, ensuring they reflect professionalism and clarity.
• I promote high ethical standards and values-driven work, reinforcing pride in doing what's right -- not just what’s easy.
• You consistently hold yourself to high standards, even when others might settle for "good enough."

Confidence

• I maintain consistency in effort--even when outcomes are uncertain or recognition is delayed.
• I use affirming language that emphasizes strengths, possibilities, and momentum.
• I speak with clarity and conviction, yet remain open to feedback and alternative viewpoints.
• I encourage others to take initiative by modeling courage and forward momentum.
• You express belief in the team's ability to overcome obstacles and deliver results.
• I speak about projects with language that conveys excitement and possibility.
• You participate actively in meetings, offer ideas with energy and genuine interest, not just obligation.
• I greet ambiguity with curiosity and purpose, rather than hesitation or avoidance.

Accountability

• You own the impact of your actions and words, taking corrective steps when needed.
• You follow through on commitments consistently and honor deadlines without needing reminders.
• I admit when wrong and demonstrate integrity in actions.
• I hold myself accountable for my performance and results.
• I show initiative in resolving challenges rather than waiting for others to intervene.
• I take ownership for both successes and failures.
• You avoid placing blame on others when confront with problems or mistakes.

Volunteerism

• I participate in planning and facilitating team-building activities or staff recognition events.
• I welcome challenging assignments as opportunities to stretch and grow.
• You volunteer to help troubleshoot issues or streamline processes that others may avoid.
• I offer to test new tools, systems, or workflows to improve organizational effectiveness.
• You volunteer for tasks or initiatives that stretch your skills, showing eagerness to contribute and grow.
• You volunteer willingly for assignments.
• I step forward and volunteer to support time-sensitive tasks without being asked, especially when others are unavailable.
• You offer to lead new initiatives, pilot programs, or improvement efforts to advance team goals.
• You contribute extra effort during peak periods to relieve pressure from colleagues.
• I volunteer to take responsibility for assignments that fall outside my immediate scope to help move the team forward.
• You volunteer to represent the team in cross-functional or company-wide work groups.

Helping Others

• You visibly support and encourages others.
• You work to eliminate unnecessary work or barriers that get in others' way.
• I seek opportunities to be helpful to others.
• I am willing to mentor and coach employees.
• I demonstrate a service-oriented mindset by asking, "where can i help?" when the team face challenges.
• You offer constructive criticism.
• You seek out mentorship opportunities to support junior staff or onboard new employees.

Excellence

• You respond well to instructions and assignments.
• I set personal goals to raise the standard of excellence within their role.
• I strive to support team success through personal accountability and proactive effort.
• I model a growth mindset by share what I learn in real time.
• You are personally involved in all aspects of the department.
• You go above and beyond when the team or organization need extra support.
• I proactively seek feedback to refine outcomes, not out of obligation but a desire to elevate quality.
• You model high standards by being the first to step up during difficult circumstances.

Willing to Learn

• I seek to learn from everyone and every experience.
• I encourage shared learning by valuing contributions from others, asking thoughtful questions, and integrating feedback into practice.
• I engage in continuous learning, drawing lessons from both success and failure.
• I view every interaction as an opportunity to grow and refine perspective.
• You show genuine curiosity in learning new tools, systems, or workflows.
• You seek input from others before making decisions, acknowledging the value of diverse perspectives.
• You actively seek insight from colleagues at all level and backgrounds.
• I show curiosity in learning new tools or techniques to continuously improve work outcomes.
• You are teachable and curious tending to foster innovation and build stronger relationships.

Risk Taking

• You are willing to accept and manage risk that may be necessary to achieve goals.
• You frame smart risk-taking as the best approach to solving problems.
• You stand by decisions when appropriate, demonstrating thoughtful risk-taking and ownership.
• I encourage experimentation and learn from trial and error, rather than fearing imperfection.
• I encourage the team to experiment and learn, reinforcing that setbacks are a natural part of progress.
• I am self-confident and willing to take risks to advance important projects.
• I encourage team members of the potential benefits of take a bold step, even if success isn't guaranteed.
• I share ideas proactively, even when the ideas are unconventional or unfinished, trusting the collaborative process.
• You encourage innovation by emphasizing that every idea is worth exploring.

Respects Time

• I honor others' time by being prepared and focused.
• I respect schedules and avoid unnecessary delays.
• You show appreciation for others' time as a reflection of mutual respect.
• You recognize time as a share resource and manage it responsibly.
• You demonstrate awareness of others' time constraints and adjust accordingly.
• You understand value of time and do not waste the time of others.

Humility

• You show vulnerability by asking for help or clarity when needed, normalizing shared learning.
• I do not focus on or well on differences in rank or status.
• I demonstrate humility by embracing new ideas and feedback.
• You elevate the recognition of your team instead of yourself.
• I reinforce the team's value and share purpose.
• You remain grounded without a need for grandstanding or theatrics to make an impact.
• I credit the team for any share success.
• I deflect praise with grace and redirect attention to collaborative effort.
• You keep your ego in check by staying focused on the goal, not personal accolades or authority.

Pride in Others Work

• I highlight progress and effort, even if outcomes are still emerging.
• I speak with confidence and clarity about the team's goals and outcomes, reflecting pride in work and leadership.
• I give credit to individuals for their ideas and input, regardless of role or seniority.
• You celebrate the small wins (both personal and team-wide) with visible appreciation and encouragement.
• I demonstrate pride in the team's work while remaining humble and receptive suggestions for improvements.
• I share credit broadly during celebrations or presentations, highlighting others' contributions.
• I see employee development as a journey and express confidence in their continue growth.
• I celebrate team achievements with genuine enthusiasm, showcasing investment in collective success.

Self-Control

• You maintain a high self-esteem and sense of worth within the organization.
• You show restraint in your tone and demeanor.
• You demonstrate emotional steadiness and optimism even under pressure.

Job Application Items

Positive Tone

• Do you enjoy working in the department?
• Share an example from your previous position, in which you chose to have a positive attitude regardless of circumstances.
• Can you contribute to a positive work environment?
• Do you remain positive even when working with individuals who have poor attitudes?
• Describe how you would build and maintain positive relationships with peers.
• Did you enjoy working for [company]?
• How would you contribute to a positive and fun work environment?
• Did you set a positive tone for the department and team?

Open and Approachable

• Describe how you would appreciate feedback from others and viewed it as an opportunity for self-improvement.
• Being able to multi-task is important in this job. How do you remain approachable and easy to talk to when there are strict deadlines approaching?
• Do you view feedback as a tool for improvement rather than a threat to ego?
• Are you able to engage with employees at every level in a warm, approachable manner?
• How would you build open and trusting relationships?
• How do you greet teammates each morning? Do you greet teammates each morning with authentic warmth and curiosity?
• As a new manager, how would you encourage openness and constructive dialogue around the recent departmental changes?
• Have you sought feedback from others, including junior staff?

Gracious

• Did you appreciate the efforts of others?
• Would others describe you as pleasant and gracious to work with?
• In your previous position, were you gracious and professional in your interactions with others?
• Have you complimented employees when they did a good job?
• Expressing sincere appreciation for others' efforts regardless of how routine or behind-the-scenes they may be is important. Give examples of when you expressed appreciation for the work that others did?
• Do you express gratitude for effort, not just outcomes?
• How did you exhibit a professional and gracious demeanor?

Concern for Others

• Do you have genuine concern for others?
• Do you have a concern for employees in the department?
• Give an example of how you are sensitive and understanding toward those who might be having a bad day or have a less than positive attitude at work.
• In your previous position, did you demonstrate sincere caring for employees in the department?
• As a new manager, how would you show empathy in your interactions with others?
• Are you able to be genuinely concerned about others in the department?
• Share an example from your previous position, in which you showed genuine interest in the well-being of colleagues, beyond their work performance.

Respectful

• How would you make space for others to share perspectives on changes?
• Do you speak with civility and kindness, even under pressure or during disagreement?
• Are you able to refrain from sarcasm, judgment, or belittling remarks in conversations?
• Give an example of how you treated others with respect.
• Give an example of how you acknowledged team members' emotions and perspectives, even when they differ from my own.
• Are you able to accommodate differing work styles and needs when planning team interactions?
• In your previous position, did you respect boundaries and personal differences?
• Do you listen actively to others without interrupting or dismissing their contributions?
• Do you treat all people fairly and with respect?
• Share an example in which you showed by your actions that you trusted in the positive intentions of others.

Optimistic

• Are you optimistic about the future direction and plans?
• How do you feel about the team's ability to overcome challenges and thrive?
• Give an example of how you showed optimism in challenging moments.
• How do you look for ways to succeed in spite of any obstacles or circumstances?
• Would colleagues say that you always undertake projects with an expectation of success? Do you expect to succeed?
• Can you speak positively about the organization's direction and help staff to see the bigger picture?
• Do you communicate future goals with excitement and clarity, inspiring confidence in what lies ahead?
• Maintaining momentum during difficult phases of a project requires some strategy. Some managers celebrate project milestones to reinforce the progress that was made. How would you maintain momentum during difficult phases of a project?
• Give an example of when you demonstrated confidence in navigating ambiguity and motivating others to act despite uncertainty.

Resilient

• For your employees, how would you model resilience in the face of adversity?
• In your previous position, how did you focus on solutions rather than obstacles when facing setbacks?
• Do you embrace unexpected challenges with a calm, solution-oriented mindset?
• Do you usually approach setbacks with a positive attitude?
• Did you frame setbacks as temporary and treatable, helping the team stay focused on solutions?
• As a new manager, how would you display persistence in pursuing goals despite obstacles and setbacks?
• How do you bounce back from setbacks?

Learns From Mistakes

• Share an example in which you turned mistakes into actionable learning moments.
• Setbacks are met with composure to reframe challenges as opportunities for growth.
• How would you share lessons learned with the team to prevent recurring mistakes and strengthen performance?
• Everyone makes mistakes at some time. Do you search for things that can be learned so that it doesn't happen again? Give an example.
• Did you reflect on missteps with a focus on building future success?
• Are you able to approach failures as stepping stones toward improvement?
• How do you create space for constructive dialogue around mistakes, viewing them as learning opportunities?
• Can you admit when mistakes are made and model the appropriate responses to learn from them?

Flexibility

• How did you remain curious and adaptable when faced with unfamiliar challenges?
• Changes can bring new opportunities. How do you able to stay optimistic during transitions?
• How would you support alternative approaches and encourage creative problem-solving when roadblocks arise?
• How do you demonstrate openness to feedback, adapting personal approaches when new insights emerge?
• How do you maintain team morale during shifting conditions?
• Describe how you would welcome revisions to plans when they lead to better outcomes, rather than clinging to original strategies.
• How would you demonstrate a positive attitude when responding to last-minute changes and shifting priorities?
• Share an example from your previous position, in which you encouraged others to overcome resistance to change.
• Give an example of how you responded constructively to last-minute changes and shifting priorities.
• Give an example of how you would model adaptability and proactive engagement.
• How do you cope with changes?
• Have you adjusted leadership style to meet the needs of different individuals and situations, showing empathy and agility?

Pride in Work

• Do you add creative flair or thoughtful touches to deliverables, demonstrating pride and joy in your work? Describe some examples.
• Explain how you would show up each day with a commitment to exceed expectations, not just meet them.
• Describe how you would consistently hold yourself to high standards, even when others might settle for "good enough."
• In your previous position, did you take adequate time to polish presentations, communications, or reports, ensuring they reflected professionalism and clarity?
• Would your colleagues say that you always did your best effort on the job?
• In your previous position, did you promote high ethical standards and values-driven work? Explain.
• Give an example of how you have presented work with an "I stand behind this" mentality, demonstrating your personal accountability.
• Do you take pride in the quality of your work and seek continuous improvement?
• Give examples of how you have demonstrated care and thoughtfulness in even the smallest of tasks.
• When you care about your work, you keep going even when it's tough. Do you stick with things through setbacks--and see mistakes as chances to learn?

Confidence

• Did you have confidence in your team's ability to overcome obstacles and deliver results?
• Confidence means speaking clearly and with conviction about your work, while staying open to feedback and different perspectives. Share a time when you presented a project and welcomed input from others.
• Managers build confidence by leading with courage and follow-through. How did you build confidence in your team to step up and take action?
• Speaking about your work with energy and vision shows confidence. Can you give an example of how you did that in a past role?
• How do you stay confident in your leadership when results are unclear or praise is delayed?
• Facing the unknown takes confidence--you need to stay curious and focused instead of pulling back. Can you share a time when you handled an uncertain situation with confidence?

Accountability

• Are you able to follow through on commitments consistently and honor deadlines without needing reminders?
• Do you hold myself accountable for your performance and results?
• A manager with a positive attitude demonstrates integrity by acknowledging their missteps. Can you describe a time when you took responsibility for a mistake and showed accountability through your actions?
• Someone with a positive mindset shows balanced accountability. Can you share an example of how you take ownership not only when things go well, but also when they don’t?
• Accountability involves owning outcomes, even when challenges arise. How do you approach situations where things don't go as planned--especially in terms of sharing responsibility?
• Do you show initiative in resolving challenges rather than waiting for others to intervene?
• Share an example from your previous position, in which you owned the impact of your actions and words, taking corrective steps when needed.

Volunteerism

• Would you volunteer to take responsibility for assignments that fall outside your immediate scope to help move the team forward?
• Give an example of how you would contribute extra effort during peak periods to relieve pressure from colleagues.
• Did you offer to test new tools, systems, or workflows to improve organizational effectiveness?
• In your previous position, did you volunteer willingly for assignments?
• If hired, how would you offer to lead new initiatives, pilot programs, or improvement efforts to advance team goals?
• Would you volunteer to help troubleshoot issues or streamline processes that others may avoid?
• Do you participate in planning and facilitating team-building activities or staff recognition events?
• As a new manager, would you volunteer for tasks or initiatives that stretch your skills, showing eagerness to contribute and grow?
• Have you stepped forward and volunteer to support time-sensitive tasks without being asked, especially when others were unavailable?
• Are you able to volunteer to represent the team in cross-functional or company-wide work groups?
• Give an example of how you welcomed challenging assignments as opportunities to stretch and grow.

Helping Others

• Do you seek opportunities to be helpful to others?
• In your previous position, have you offered constructive criticism to coworkers?
• People with a service-oriented mindset ask, "Where can I help?" when the team face challenges. Give an example of how you demonstrated a service-oriented mindset.
• If needed, are you able to mentor and coach employees?
• If hired, how would you visibly support and encourage others in their work?
• In your previous position, did you work to eliminate unnecessary work or barriers that got in others' way?
• Do you seek out mentorship opportunities to support junior staff or onboard new employees?

Excellence

• Did you model a growth mindset by share what you learned in real time?
• Success often stems from accountability and initiative. How do you contribute to your team's success?
• Embodying excellence means taking ownership your department's outcomes. How were you personally engaged in driving performance across its operations?
• Do you go above and beyond when the team or organization need extra support?
• Share an example from your previous position, in which you set personal goals to raise the standards of excellence within your role.
• Explain how you would proactively seek feedback to refine outcomes--not out of obligation but a desire to elevate quality.
• Would your colleagues say that you respond well to instructions and assignments?
• Excellence begins with personal ownership of departmental success. In what ways did you take direct responsibility across key areas of performance?
• As a new manager, your actions, decisions, and expectations directly shape your team's performance. How would you demonstrate, and reinforce, your high standards of excellence?

Willing to Learn

• Do you seek to learn from everyone and every experience?
• As a new manager, how would you foster a culture of shared learning—where contributions are recognized, thoughtful questioning is encouraged, and feedback becomes a tool for growth?
• Are you curious, tending to foster innovation?
• Do you seek input from others before making decisions, acknowledging the value of diverse perspectives?
• Do you view every interaction as an opportunity to grow and refine perspective?
• How do you show curiosity in learning new tools or techniques to continuously improve work outcomes?
• Can you share how you embraced continuous learning in your previous role--especially how you reflected on both successes and setbacks to refine your approach?
• In your previous role, can you share a time when your curiosity led you to explore and learn a new tool, system, or workflow--and how that shaped your performance or team impact?
• In your previous position, did you actively seek insight from colleagues at all level and backgrounds?

Risk Taking

• Can you describe a time when you stood by a decision, especially one involving thoughtful risk, and demonstrated ownership throughout the process?
• Learning often comes from trying, failing, and trying again. As a new manager, how would you help your team feel confident taking risks and learning from trial and error?
• How would you encourage the team to experiment and learn, reinforcing that setbacks are a natural part of progress?
• Share an example from your previous position, in which you framed smart risk-taking as the best approach to solving problems.
• Can you share a time in your previous role when you took a calculated risk to achieve an important goal--and how you managed the uncertainty?
• How would you inspire your team to bring forward bold or unfinished ideas--especially when outcomes are uncertain?
• In your previous role, how did you inspire your team to explore new ideas and take bold steps--especially when outcomes weren't certain?
• Can you share how you've contributed unconventional or evolving ideas in team settings--especially when outcomes weren't clear yet—and how you nurtured trust in that collaborative process?
• If hired, how would you demonstrate self-confidence and take thoughtful risks to move important initiatives forward?

Respects Time

• Give an example of how you recognized time as a shared resource and managed it responsibly.
• Tell me about a situation where you recognized others' time constraints and made adjustments to support the team's efficiency.
• Time is a limited resource. When working on a team, respecting others' time is essential. Share an example of how you stay prepared and focused to make collaboration efficient and purposeful.
• How do you ensure your actions contribute to efficient and respectful use of the team's time?
• How would you show appreciation for others' time?
• How important is it to respect schedules and avoid unnecessary delays?

Humility

• Could you demonstrate humility by embracing new ideas and feedback?
• Achieving meaningful goals often requires humility and focus. In your previous role, how did you prioritize shared objectives over personal recognition or positional authority?
• Give an example of how you did not focus on or well on differences in rank or status.
• Being a role model means showing a positive attitude and humility. Everyone needs help sometimes--how would you show vulnerability in a way that encourages your team to do the same?
• Fostering a positive team culture involves uplifting others and celebrating shared accomplishments. If hired, how would you ensure your team receives the recognition they deserve?
• How did you remain grounded without a need for grandstanding or theatrics to make an impact?
• The CEO wants to recognize you for leading a successful project. How would you graciously share credit to ensure your team feels valued and acknowledged?
• Explain how you would reinforce the team's value and share purpose.
• Do you credit the team for any shared successes?

Pride in Others Work

• As a manager, it's important to take pride in your team's achievements. Can you share a few moments when you spoke confidently and clearly about their goals or successes?
• Give an example of how you would demonstrate pride in your team's work.
• While major milestones often receive attention, it's just as important to acknowledge the smaller successes. Can you share an example of how you recognized or celebrated a small win with your team?
• How would you give credit to individuals for their ideas and input?
• Could you highlight progress and efforts of your employees, even if outcomes are still emerging?
• In your previous position, did you share credit with others during celebrations or presentations, highlighting their contributions?
• It is important for a manager to take pride in the work of their employees. How do you celebrate your team's achievements?

Self-Control

• How would you encourage employees to maintain a high self-esteem and sense of worth within the organization?
• Self-control (having control of one's emotions) is important for a manager. Give an example of how you showed restraint in your tone and demeanor when dealing with a difficult personnel matter.
• Can you demonstrate emotional steadiness and optimism even under pressure?

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