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Questionnaire Items Measuring Establishing Focus/Direction

Establishing Focus/Direction helps employees to achieve goals efficiently. It enables strategies, schedules, and plans. It prioritizes tasks and sets standards of performance. The main components of this competency include:

• Achieving Goals Efficiently: By providing clear direction, employees can focus their efforts on tasks that directly contribute to organizational goals. This reduces distractions, avoids duplicative work, and ensures that resources are utilized effectively.
• Enabling Strategies, Schedules, and Plans: Establishing focus involves creating actionable strategies, well-organized schedules, and detailed plans. These elements guide employees step-by-step, helping them stay on track and meet deadlines while ensuring alignment with broader objectives.
• Prioritizing Tasks: With a clear sense of direction, managers can identify the most critical tasks and allocate resources accordingly. This helps employees focus on high-priority work, avoiding overwhelm and improving overall productivity.
• Setting Standards of Performance: Leaders who establish direction also define what success looks like by setting measurable performance standards. This allows employees to understand expectations, measure their progress, and receive constructive feedback for growth.

When employees are given focus and direction, they become more confident in their roles, knowing exactly what is expected of them and how to achieve it. This clarity helps them prioritize tasks, concentrate on meaningful work, and avoid unnecessary distractions. With structured plans and guidance, they feel supported and empowered to take initiative, boosting their productivity and morale. Additionally, clear standards of performance provide opportunities for growth and recognition, fostering a sense of accomplishment and commitment to the organization.

360-Degree Feedback Questionnaire Items

When employees have autonomy, they feel trusted and motivated to contribute their best. Allowing flexibility in work hours or remote work arrangements empowers employees to manage their time effectively. This flexibility acknowledges their personal needs and fosters a healthy work-life balance. Empowerment provides growth opportunities for employees and encourages employees to share their ideas, perspectives, and solutions. This creates an environment where they can learn, develop, and take on new challenges. Empowerment involves tailoring responsibilities to match employees' skill levels, allowing them to excel and grow.



Setting Clear Goals

• Aligns the department's goals with the goals of the organization.
• Makes sure that employees understand how their work relates to organizational goals.
• Sets appropriate goals for employees.
• Articulates the objectives in clear, measurable terms so that every team member understands what success looks like.
• Aligns the team's efforts, energy, and focus on a shared goal.
• Creates well articulated goals for the team to pursue.
• Defines clear deliverables, timelines, and quality thresholds for each role or project.
• Creates well articulated goals for the department.
• Makes sure all employees have a clear understanding of the goals for the project and the implementation steps.
• Articulates the goals, expected outcomes, and how the goal contributes to the broader vision of the organization.
• Supports employees in setting stretch goals that align with team direction.
• Determines production quotas that need to be met.
• Shows employees how their contributions make a meaningful impact.
• Aligns employees to address needs and concerns of customers.

Situational Awareness

• Makes sure that employees understand and identify with the team's mission.
• Is aware of each employees needs.
• Schedules regular check-ins and 'roundings' where employees can discuss their goals, preferences, and any areas where they need support.
• Makes sure all employees understand the purpose for the project and the tasks they have been assigned.
• Assesses the opportunities and threats facing the department/organization.
• Schedules regular one-on-one meetings with employees to help give focus and direction.
• Understands the strengths and needs of the team.
• Understands the strengths and needs of each employee in the department.
• Analyzes internal and external factors to identify challenges and potential advantages for the department.
• Ensures employees understand the task's objectives and significance.
• Observes how employees approach tasks, interact with others, and handle challenges.
• Reviews organizational conditions to uncover strategic opportunities and mitigate potential threats.
• Keeps the team up-do-date with the latest information.

Procedures and Directions

• Translates strategic goals into actionable steps for individuals and teams.
• Sets production assignments for the department.
• Establishes guidelines and procedures to ensure workplace safety and compliance with regulations.
• Gives direction to the department/organization.
• Delegates responsibilities to team leads or supervisors to oversee specific areas of work.
• Designs workflows and standard operating procedures (SOPs) to ensure consistency and efficiency.
• Determines procedures to be followed for production.
• Selects specific strategies and design options to help the organization achieve success within a competitive environment.
• Prepares daily job and task assignments for employees.
• Effective in giving direction to the department.

Planning and Strategy

• Modifies plans or timelines in response to emerging data, feedback, or shifting priorities.
• Offers guidance, resolves roadblocks, and ensures the team has what it needs to succeed.
• Plans responses to potential risks or unforeseen challenges to minimize disruption.
• Anticipates potential challenges or obstacles that might derail department plans.
• Develops contingency plans to proactively address potential risks.
• Responds constructively to setbacks by exploring alternative paths to goal completion.
• Ensures that each team member is assigned some part of the project.
• Expands employee focus from day-to-day tasks to more strategic goals.
• Determines the best approach for achieving goals.
• Developing a plan or strategy providing a clear path forward.
• Prepares/reviews action item lists for others.

Scheduling

• Creates structured timelines that provide clarity and reduce ambiguity.
• Sets schedules and timelines to keep the team on track.
• Builds schedules that reflect both urgency and long-term strategic goals.
• Helps employees establish deadlines for important phases of the project.
• Schedules adequate time for important project items.
• Schedules adequate time for high-priority items.
• Sets deadlines and key milestones to guide the team's progress.
• Develops shift patterns or schedules to maximize productivity while addressing individual availability.
• Establishes work schedules for the crew to keep progress moving forward.
• Sets production schedules for the department.
• Balances competing priorities by allocating time based on impact and deadlines.

Creates Structure

• Creates operational models to focus the organization's resources on achieving its strategic priorities.
• Builds functional structures that support and drive the organization toward its vision.
• Identifies gaps in infrastructure or support and proactively addresses them.
• Sets timelines, roles, responsibilities, and resources required to achieve the goal.
• Divides the overall strategy into smaller, achievable milestones with deadlines.
• Breaks down larger goals into smaller, manageable milestones to add more structure toward the accomplishment of the goal.
• Establishes processes and structures to steer the organization in a clear, strategic direction.
• Breaks down larger tasks into smaller ones to help employees maintain focus.
• Develops frameworks and systems to guide the organization toward achieving its goals.

Prioritizes Tasks and Resources

• Helps guide employees with prioritizing tasks.
• Identifies which tasks or projects need immediate attention and which can be deferred.
• Allocates time for important goals.
• Regularly reinforces the connection between daily tasks and broader organizational outcomes.
• Ensures that the department's plans support the broader vision and strategic goals of the organization.
• Encourages employees to focus on getting results now.
• Prioritizes tasks and resources to maintain focus and direction for the department.
• Identifies the tasks or goals that have the biggest impact.
• Able to stay focused on important goals by saying "no" to less important goals and requests.

Guides

• Uses guiding questions to help employees think critically and make informed decisions.
• Gets employees back on track when they wander from the assigned tasks/projects.
• Re-aligns tasks with the larger organizational goals when needed.
• Offers coaching and developmental feedback to help employees navigate challenges.
• Provides training or mentorship to help guide employees in the department.
• Provides tailored guidance based on each employee's experience level and learning style.
• Guides the team's activities toward completion of the goal.
• Provides strong direction to new employees and recent transfers.
• Encourages employees to work together for the completion of tasks.
• Leads by example to guide employees in the completion of tasks.
• Mentors and helps team members stay on track through guidance and collaboration.
• Creates opportunities for peer learning and collaborative problem-solving.
• Actively leads and supports employees in their tasks to maintain progress and alignment with the department's goals.

Standards of Performance

• Regularly reviews standards of performance to ensure they remain relevant and aligned with strategic goals.
• Sets benchmarks or criteria for the quality of products or services.
• Sets expectations for acceptable job performance.
• Decides on key performance indicators (KPIs) to measure individual and team success.
• Outlines specific behaviors and outcomes that constitute success in the role.
• Uses performance data to reinforce expectations and guide improvement.
• Sets the requirements for satisfactory job performance.
• Clarifies priorities and expectations to ensure team members understand their roles and objectives.
• Distinguishes between minimum acceptable performance and aspirational excellence.
• Recognizes and reinforces behaviors that meet or exceed established standards.

Focuses Attention

• Stays focused even when under pressure and stress.
• Identifies early signs of misalignment and intervenes to restore focus and direction.
• Ensures the team stays on course and works effectively.
• Encourages employees to stay focused on the task at hand.
• Redirects efforts when team members drift from core objectives or timelines.
• Focuses employee activities on the main goals for the department.
• Motivates employees by encouraging their participation on projects.
• Sets the focus on improving the organization's products and services.
• Motivates and inspires the team by connecting their objectives to the organization's.

Self-Discipline

• Maintains self-control when personally criticized.
• Functions well under stress, deadlines, and/or significant workloads.
• Works with focus and direction in the face of obstacles.
• Encourages autonomy while remaining available for guidance and recalibration.
• Maintains focus on the goal despite obstacles and setbacks.
• Maintains focus on doing the best quality work even if it requires saying "no" to unnecessary, or unrelated, projects.
• Able to maintain a non-anxious composure even in stressful situations.

Monitoring Performance

• Regularly measures job performance to maintain focus and direction.
• Uses real-time feedback to recalibrate performance expectations when needed.
• Pays close attention to how tasks are distributed among employees.
• Creates measures of performance to ensure progress is being made.
• Seeks to enhance their understanding of the department's dynamics to better determine the needs of the department.
• Analyzes metrics such as project completion rates, quality of work, or customer satisfaction scores.
• Regularly checks in to ensure the team is on track.
• Monitors the workload balance and their impact on employees.
• Uses check-ins and feedback loops to keep employees accountable and aligned.
• Uses performance analytics or project management tools to gain quantitative insights into how well goals are being met, where inefficiencies lie, and which employees might need additional support.
• Implements metrics that reflect both output and impact, tailored to team goals.
• Seeks to understand any external factors that might impact projects being worked on by the department.
• Seeks to minimize underutilization and/or overutilization and makes adjustments to workloads accordingly.

Flexibility

• Shifts priorities or resources to address unexpected changes to the situation while keeping the team informed and motivated.
• Refines objectives to better align with the team's strengths or organizational needs based on feedback from team members.
• Identifies areas for improvement and makes any necessary course corrections.
• Listens to employee input and adapts direction to reflect frontline realities.
• Revises workflows or processes to simplify and improve outcomes if the current method is not meeting expectations.
• Balances team workload by redistributing tasks when capacity or availability changes.
• Is flexible and ready to adjust strategies in response to changing circumstances.
• Adjusts expectations and deliverables to accommodate evolving organizational needs.
• Maintains focus on long-term goals while adjusting short-term tactics.
• Reassesses assignments and ensures coverage without overburdening others due to absences of personnel within the department.
• Tailors guidance and support based on individual strengths, challenges, or circumstances.

Prepares Resources

• Provides onboarding materials, process guides, and role-specific training to ensure readiness.
• Implements financial resources and gainsharing programs to help employees focus on increasing efficiency.
• Allocates time, personnel, and tools based on task complexity and team capacity.
• Anticipates resource needs and secures them in advance to prevent delays.
• Ensures access to subject matter experts or mentors for specialized guidance.
• Determines the distribution of tools, equipment, and budget needed to achieve objectives.
• Secures cross-functional support or external partnerships to supplement internal resources.
• Invests in skill-building resources that enable employees to meet evolving performance standards.
• Adjusts resource distribution dynamically in response to shifting demands or constraints.
• Aligns resource planning with departmental goals and organizational priorities.
• Ensures that employees have the tools, training, and support needed to complete the task successfully.

Commitment

• Provides incentives to help employees remain committed to the completion of important tasks.
• Helps employees stay committed to completing group tasks.
• Gains employee commitment to the task.
• Encourages employees to participate in planning or decision-making to foster a sense of ownership in the goal.

Time Management

• Maintains focus when handling several problems or tasks simultaneously.
• Excellent at managing time.
• Says "no" to ideas that will result in lost time and effort.

Employee Opinion Survey Items

Setting Clear Goals

• Senior executives create well articulated goals for the department.
• The project manager makes sure all employees have a clear understanding of the goals for the project and the implementation steps.
• Managers align employees to address needs and concerns of customers.
• My supervisor creates well articulated goals for the team to pursue.
• My supervisor articulates the objectives in clear, measurable terms so that every team member understands what success looks like.
• Leaders show employees how their contributions make a meaningful impact.
• Coworkers in my department make sure that employees understand how their work relates to organizational goals.
• Our manager aligns the department's goals with the goals of the organization.
• Associates articulate the goals, expected outcomes, and how the goal contribute to the broader vision of the organization.
• Deliverables, timelines, and quality thresholds are clearly defined for each role and project.
• My manager aligns the team's efforts, energy, and focus on a shared goal.
• Employees are encouraged to set stretch goals that aligned with the team's direction.
• My team leader determines production quotas that need to be met.
• My division sets appropriate goals for employees.

Situational Awareness

• Leaders understand the strengths and need of each employee in the department.
• My supervisor observes how employees approach tasks, interact with others, and handle challenges.
• Senior executives keep the team up-do-date with the latest information.
• The project lead analyzes internal and external factors to identify challenges and potential advantages for the department.
• My manager is aware of each employees needs.
• My supervisor reviews organizational conditions to uncover strategic opportunities and mitigate potential threats.
• My team makes sure that employees understand and identify with the team's mission.
• The department head understands the strengths and needs of the team.
• Managers schedule regular check-ins and 'roundings' where employees can discuss their goals, preferences, and any areas where they need support.
• My division ensures employees understand the task's objectives and significance.
• The supervisor assesses the opportunities and threats facing the department/organization.
• Leaders schedule regular one-on-one meetings with employees to help give focus and direction.
• The project lead makes sure all employees understand the purpose for the project and the tasks they have been assigned.

Procedures and Directions

• Strategic goals are translated into actionable steps for individuals and teams.
• My team determines procedures to be followed for production.
• My manager sets production assignments for the department.
• Coworkers in my department select specific strategies and design options to help the organization achieve success within a competitive environment.
• The project manager gives direction to the department/organization.
• Our manager prepares daily job and task assignments for employees.
• The team leader delegates responsibilities to team leads or supervisors to oversee specific areas of work.
• Our manager is effective in giving direction to the department.
• My manager establishes guidelines and procedures to ensure workplace safety and compliance with regulations.
• Employees at the company design workflows and standard operating procedures (SOPs) to ensure consistency and efficiency.

Planning and Strategy

• My team leader expands employee focus from day-to-day tasks to more strategic goals.
• The project manager ensures that each team member is assigned some part of the project.
• The project leader plans responses to potential risks or unforeseen challenges to minimize disruption.
• My manager prepares/reviews action item lists for others.
• My supervisor responds constructively to setbacks by exploring alternative paths to goal completion.
• Colleagues anticipate potential challenges or obstacles that might derail department plans.
• The supervisor develops contingency plans to proactively address potential risks.
• Our manager offers guidance, resolves roadblocks, and ensures the team has what it needs to succeed.
• Our department determines the best approach for achieving goals.
• My manager develops a plan or strategy providing a clear path forward.
• Team leaders modify plan or timelines in response to emerging data, feedback, or shifting priorities.

Scheduling

• The project leader establishes work schedules for the crew to keep progress moving forward.
• Managers develop shift patterns or schedule to maximize productivity while addressing individual availability.
• The project manager schedules adequate time for high-priority items.
• Associates balance competing priorities by allocating time based on impact and deadlines.
• Our department creates structured timelines that provide clarity and reduce ambiguity.
• The supervisor builds schedules that reflect both urgency and long-term strategic goals.
• The project manager schedules adequate time for important project items.
• I know how to set deadlines and key milestones to guide the team's progress.
• Project Managers schedules adequate time for important project items.
• My team leader sets schedules and timelines to keep the team on track.
• My supervisor sets production schedules for the department.
• The project manager helps employees establish deadlines for important phases of the project.

Creates Structure

• Our manager creates operational models to focus the organization's resources on achieving its strategic priorities.
• The project manager divides the overall strategy into smaller, achievable milestones with deadlines.
• My supervisor sets timelines, roles, responsibilities, and resources required to achieve goals.
• Our department breaks down larger tasks into smaller ones to help employees maintain focus.
• My supervisor builds functional structures that support and drive the organization toward its vision.
• My manager establishes processes and structures to steer the organization in a clear, strategic direction.
• The project lead develops frameworks and systems to guide the organization toward achieving its goals.
• Leaders identify gaps in infrastructure or support and proactively address them.
• Our manager breaks down larger goals into smaller, manageable milestones to add more structure toward the accomplishment of the goal.

Prioritizes Tasks and Resources

• My team reinforces the connection between daily tasks and broader organizational outcomes.
• My supervisor is able to stay focused on important goals by saying "no" to less important goals and requests.
• Leaders prioritize task and resources to maintain focus and direction for the department.
• The project manager ensures that the department's plans support the broader vision and strategic goals of the organization.
• The project leader helps guide employees with prioritizing tasks.
• Managers identify which task or project need immediate attention and which can be deferred.
• The project lead encourages employees to focus on getting results now.
• My team allocates time for important goals.
• My manager identifies the tasks or goals that have the biggest impact.

Guides

• Supervisors re-align tasks with the larger organizational goals when needed.
• My supervisor leads by example to guide employees in the completion of tasks.
• My manager provides training or mentorship to help guide employees in the department.
• My team leader provides tailored guidance based on each employee's experience level and learning style.
• Managers mentor and help team members stay on track through guidance and collaboration.
• Supervisors use guiding questions to help employees think critically and make informed decisions.
• My manager offers coaching and developmental feedback to help employees navigate challenges.
• My manager gets employees back on track when they wander from the assigned tasks/projects.
• My team creates opportunities for peer learning and collaborative problem-solving.
• The project manager provides strong direction to new employees and recent transfers.
• Team members guide the team's activities toward completion of the goal.
• The project lead encourages employees to work together for the completion of tasks.
• I am able to lead and support my employees in their tasks to maintain progress and alignment with the department's goals.

Standards of Performance

• Leaders distinguish between minimum acceptable performance and aspirational excellence.
• My department recognizes and reinforces behaviors that meet or exceed established standards.
• The project manager outlines specific behaviors and outcomes that constitute success in the role.
• Our department decides on key performance indicators (KPIs) to measure individual and team success.
• Our department reviews standards of performance to ensure they remain relevant and aligned with strategic goals.
• My manager sets the requirements for satisfactory job performance.
• The team leader clarifies priorities and expectations to ensure team members understand their roles and objectives.
• The department head sets expectations for acceptable job performance.
• My team sets benchmarks or criteria for the quality of products or services.
• Performance data is used to reinforce expectations and guide improvement.

Focuses Attention

• The team leader encourages employees to stay focused on the task at hand.
• The project leader sets the focus on improving the organization's products and services.
• My manager ensures the team stays on course and works effectively.
• My manager identifies early signs of misalignment and intervenes to restore focus and direction.
• My manager stays focused even when under pressure and stress.
• I know how to focus employee activities on the main goals for the department.
• Leaders motivate employees by encouraging their participation on projects.
• My supervisor redirects efforts when team members drift from core objectives or timelines.
• Our department motivates and inspires the team by connecting their objectives to the organization's.

Self-Discipline

• The project manager works with focus and direction in the face of obstacles.
• Our team maintains focus on doing the best quality work even if it requires saying "no" to unnecessary, or unrelated, projects.
• My supervisor maintains self-control when personally criticized.
• My manager functions well under stress, deadlines, and/or significant workloads.
• Senior executives are able to maintain a non-anxious composure even in stressful situations.
• I am able to maintain focus on the goal despite obstacles and setbacks.
• My team leader encourages autonomy while remaining available for guidance and recalibration.

Monitoring Performance

• The team leader uses check-ins and feedback loops to keep employees accountable and aligned.
• Leaders measure job performance to maintain focus and direction.
• Our department creates measures of performance to ensure progress is being made.
• The project manager monitors the workload balance and their impact on employees.
• Our department implements metrics that reflect both output and impact, tailored to team goals.
• Our department seeks to enhance understanding of the dynamics to better determine the needs of the department.
• My manager uses performance analytics or project management tools to gain quantitative insights into how well goals are being met, where inefficiencies lie, and which employees might need additional support.
• The project lead analyzes metrics such as project completion rates, quality of work, or customer satisfaction scores.
• Our manager seeks to minimize underutilization and/or overutilization and makes adjustments to workloads accordingly.
• Managers use real-time feedback to recalibrate performance expectations when needed.
• My coworkers pay close attention to how task are distributed among employees.
• My manager checks in to ensure the team is on track.
• Leaders seek to understand any external factors that might impact project being worked on by the department.

Flexibility

• Our team tailors guidance and support based on individual strengths, challenges, or circumstances.
• Leaders are flexible and ready to adjust strategies in response to changing circumstances.
• The department head refines objectives to better align with the team's strengths or organizational needs based on feedback from team members.
• Management listens to employee input and adapts direction to reflect frontline realities.
• My team balances team workload by redistributing tasks when capacity or availability changes.
• Senior executives revise workflows or process to simplify and improve outcomes if the current method is not meeting expectations.
• The department head identifies areas for improvement and makes any necessary course corrections.
• My manager maintains focus on long-term goals while adjusting short-term tactics.
• The supervisor adjusts expectations and deliverables to accommodate evolving organizational needs.
• The team leader reassesses assignments and ensures coverage without overburdening others due to absences of personnel within the department.
• The project leader shifts priorities or resources to address unexpected changes to the situation while keeping the team informed and motivated.

Prepares Resources

• My department implements financial resources and gainsharing programs to help employees focus on increasing efficiency.
• Managers adjust resource distribution dynamically in response to shifting demand or constraints.
• My division ensures access to subject matter experts or mentors for specialized guidance.
• The company aligns resource planning with departmental goals and organizational priorities.
• My manager provides onboarding materials, process guides, and role-specific training to ensure readiness.
• We invest in skill-building resources that enable employees to meet evolving performance standards.
• Our department anticipates resource needs and secures them in advance to prevent delays.
• Our department determines the distribution of tools, equipment, and budget needed to achieve objectives.
• I am able to ensure that employees have the tools, training, and support needed to complete the task successfully.
• Supervisors allocate time, personnel, and tools based on task complexity and team capacity.
• I know how to secure cross-functional support or external partnerships to supplement internal resources.

Commitment

• My manager helps employees stay committed to completing group tasks.
• Our team encourages employees to participate in planning or decision-making to foster a sense of ownership in the goal.
• My team leader gains employee commitment to the task.
• My supervisor provides incentives to help employees remain committed to the completion of important tasks.

Time Management

• My supervisor says "no" to ideas that will result in lost time and effort.
• Coworkers maintain focus when handling several problems or task simultaneously.
• Our department is excellent at managing time.

Self-Assessment Items

Setting Clear Goals

• You set appropriate goals for employees.
• You align the department's goals with the goals of the organization.
• You make sure that employees understand how their work relates to organizational goals.
• You show employees how their contributions make a meaningful impact.
• You create well articulated goals for the department.
• You articulate the objectives in clear, measurable terms so that every team member understands what success look like.
• I create well articulated goals for the team to pursue.
• You support employees in setting stretch goals that align with team direction.
• You articulate the goals, expected outcomes, and how the goal contributes to the broader vision of the organization.
• I align the team's efforts, energy, and focus on a shared goal.
• I define clear deliverables, timelines, and quality thresholds for each role or project.
• You determine production quotas that need to be met.
• I make sure all employees have a clear understanding of the goals for the project and the implementation steps.
• You align employees to address needs and concerns of customers.

Situational Awareness

• You make sure that employees understand and identify with the team's mission.
• You understand the strengths and need of the team.
• You schedule regular one-on-one meetings with employees to help give focus and direction.
• You ensure employees understand the task's objectives and significance.
• You observe how employees approach tasks, interact with others, and handle challenges.
• I assess the opportunities and threats face the department/organization.
• I schedule regular check-ins and 'roundings' where employees can discuss their goals, preferences, and any areas where they need support.
• I am aware of each employees needs.
• You make sure all employees understand the purpose for the project and the tasks they have been assigned.
• I understand the strengths and need of each employee in the department.
• I keep the team up-do-date with the latest information.
• You analyze internal and external factors to identify challenges and potential advantages for the department.
• You review organizational conditions to uncover strategic opportunities and mitigate potential threats.

Procedures and Directions

• I translate strategic goals into actionable steps for individuals and teams.
• You design workflows and standard operate procedures (sops) to ensure consistency and efficiency.
• You establish guidelines and procedures to ensure workplace safety and compliance with regulations.
• I delegate responsibilities to team lead or supervisors to oversee specific areas of work.
• You give direction to the department/organization.
• You determine procedures to be follow for production.
• I am effective in giving direction to the department.
• I set production assignments for the department.
• You prepare daily job and task assignments for employees.
• You select specific strategies and design options to help the organization achieve success within a competitive environment.

Planning and Strategy

• You determine the best approach for achieve goals.
• You modify plans or timelines in response to emerge data, feedback, or shifting priorities.
• You develop contingency plans to proactively address potential risks.
• I ensure that each team member is assigned some part of the project.
• I offer guidance, resolves roadblocks, and ensure the team has what it needs to succeed.
• You anticipate potential challenges or obstacles that might derail department plans.
• You develop a plan or strategy providing a clear path forward.
• I plan responses to potential risks or unforeseen challenges to minimize disruption.
• You expand employee focus from day-to-day tasks to more strategic goals.
• You respond constructively to setbacks by explore alternative paths to goal completion.
• You prepare and review action item lists for others.

Scheduling

• I balance competing priorities by allocating time based on impact and deadlines.
• I set production schedules for the department.
• I develop shift patterns or schedules to maximize productivity while addressing individual availability.
• I set deadlines and key milestones to guide the team's progress.
• I establish the work schedule for the crew to keep progress moving forward.
• I create structured timelines that provide clarity and reduce ambiguity.
• You help employees establish deadlines for important phases of the project.
• You schedule adequate time for important project items.
• I set schedules and timelines to keep the team on track.
• I build schedules that reflect both urgency and long-term strategic goals.
• I schedule adequate time for high-priority items.

Creates Structure

• You create operational models to focus the organization's resources on achieve its strategic priorities.
• I break down larger tasks into smaller ones to help employees maintain focus.
• I break down larger goals into smaller, manageable milestones to add more structure toward the accomplishment of the goal.
• I establish processes and structure to steer the organization in a clear, strategic direction.
• You divide the overall strategy into smaller, achievable milestones with deadlines.
• I set timelines, roles, responsibilities, and resources required to achieve the goal.
• You identify gaps in infrastructure or support and proactively address them.
• You build functional structures that support and drive the organization toward its vision.
• I develop frameworks and systems to guide the organization toward achieve its goals.

Prioritizes Tasks and Resources

• You help guide employees with prioritizing tasks.
• You identify which tasks or project need immediate attention and which can be deferred.
• You allocate time for important goals.
• You prioritize tasks and resources to maintain focus and direction for the department.
• You ensure that the department's plans support the broader vision and strategic goals of the organization.
• I encourage employees to focus on getting results now.
• You identify the tasks or goals that have the biggest impact.
• You regularly reinforce the connection between daily tasks and broader organizational outcomes.
• You are able to stay focused on important goals by saying "no" to less important goals and requests.

Guides

• You actively lead and support employees in their tasks to maintain progress and alignment with the department's goals.
• I provide training or mentorship to help guide employees in the department.
• I provide tailored guidance based on each employee's experience level and learning style.
• I encourage employees to work together for the completion of tasks.
• I re-aligns tasks with the larger organizational goals when needed.
• I create opportunities for peer learning and collaborative problem-solving.
• You guide the team's activities toward completion of the goal.
• I provide strong direction to new employees and recent transfers.
• I use guiding questions to help employees think critically and make informed decisions.
• I get employees back on track when they wander from the assigned tasks/projects.
• You mentor and help team members stay on track through guidance and collaboration.
• You lead by example to guide employees in the completion of tasks.
• I offer coaching and developmental feedback to help employees navigate challenges.

Standards of Performance

• I set expectations for acceptable job performance.
• I use performance data to reinforce expectations and guide improvement.
• I regularly review standards of performance to ensure they remain relevant and aligned with strategic goals.
• You clarify priorities and expectations to ensure team members understand their roles and objectives.
• I decide on key performance indicators (KPIs) to measure individual and team success.
• You recognize and reinforce behaviors that meet or exceed established standards.
• You set benchmarks or criteria for the quality of products or services.
• You distinguish between minimum acceptable performance and aspirational excellence.
• You set the requirements for satisfactory job performance.
• You outline specific behaviors and outcomes that constitute success in the role.

Focuses Attention

• You stay focused even when under pressure and stress.
• You motivate and inspire the team by connect their objectives to the organization's.
• I focus employee activities on the main goals for the department.
• I set the focus on improving the organization's products and services.
• I redirect efforts when team members drift from core objectives or timelines.
• I identify early signs of misalignment and intervene to restore focus and direction.
• I motivate employees by encourage their participation on projects.
• I encourage employees to stay focused on the task at hand.
• I ensure the team stays on course and work effectively.

Self-Discipline

• You maintain self-control when personally criticized.
• You function well under stress, deadlines, and/or significant workloads.
• You encourage autonomy while remaining available for guidance and recalibration.
• I work with focus and direction in the face of obstacles.
• I maintain focus on the goal despite obstacles and setbacks.
• You are able to maintain a non-anxious composure even in stressful situations.
• You maintain focus on doing the best quality work even if it requires saying "no" to unnecessary, or unrelated, projects.

Monitoring Performance

• I pay close attention to how tasks are distributed among employees.
• I use check-ins and feedback loops to keep employees accountable and aligned.
• I use real-time feedback to recalibrate performance expectations when needed.
• I seek to minimize underutilization and/or overutilization and make adjustments to workloads accordingly.
• I monitor the workload balance and impact on employees.
• I create measures of performance to ensure progress is being made.
• You use performance analytics or project management tools to gain quantitative insights into how well goals are being met, where inefficiencies lie, and which employees might need additional support.
• You seek to understand any external factors that might impact projects being worked on by the department.
• I regularly measure job performance to maintain focus and direction.
• You implement metrics that reflect both output and impact, tailored to team goals.
• You regularly check in to ensure the team is on track.
• I analyze metrics such as project completion rates, quality of work, or customer satisfaction scores.
• You seek to enhance your understanding of the department's dynamics to better determine the needs of the department.

Flexibility

• You tailor guidance and support based on individual strengths, challenges, or circumstances.
• I reassess assignments and ensure coverage without overburdening others due to absences of personnel within the department.
• You are flexible and ready to adjust strategies in response to change circumstances.
• You adjust expectations and deliverables to accommodate evolving organizational needs.
• You identify areas for improvement and make any necessary course corrections.
• I maintain focus on long-term goals while adjusting short-term tactics.
• I refine objectives to better align with the team's strengths or organizational needs based on feedback from team members.
• I revise workflows or processes to simplify and improve outcomes if the current method is not meeting expectations.
• You shift priorities or resources to address unexpected changes to the situation while keeping the team informed and motivated.
• You listen to employee input and adapt direction to reflect frontline realities.
• You balance team workload by redistributing tasks when capacity or availability changes.

Prepares Resources

• I align resource planning with departmental goals and organizational priorities.
• You allocate time, personnel, and tools based on task complexity and team capacity.
• You determine the distribution of tools, equipment, and budget need to achieve objectives.
• You ensure access to subject matter experts or mentors for specialized guidance.
• I implement financial resources and gainsharing programs to help employees focus on increasing efficiency.
• You secure cross-functional support or external partnerships to supplement internal resources.
• You invest in skill-building resources that enable employees to meet evolving performance standards.
• You provide onboarding materials, process guides, and role-specific training to ensure readiness.
• I adjust resource distribution dynamically in response to shifting demands or constraints.
• You anticipate resource needs and secure them in advance to prevent delays.
• You ensure that employees have the tools, training, and support needed to complete the task successfully.

Commitment

• I provide incentives to help employees remain committed to the completion of important tasks.
• You gain employee commitment to the task.
• I encourage employees to participate in planning or decision-making to foster a sense of ownership in the goal.
• You help employees stay committed to complete group tasks.

Time Management

• You are excellent at managing time.
• You maintain focus when handling several problems or tasks simultaneously.
• You say "no" to ideas that will result in lost time and effort.

Job Interview Questions

None

• How would you give direction to the department?

Setting Clear Goals

• Would you make sure that employees understand how their work relates to organizational goals?
• Explain how you would support employees in setting stretch goals that align with team direction.
• Give an example of how you defined clear deliverables, timelines, and quality thresholds for each role or project.
• How did you articulate the goals, expected outcomes, and how the goal contributes to the broader vision of the organization?
• How would you show employees how their contributions make a meaningful impact?
• Can you align the team's efforts, energy, and focus on a shared goal?
• Share an example from your previous position, in which you set appropriate goals for employees.
• How can you create well articulated goals for the team to pursue?
• If needed, can you determine production quotas that need to be met?
• Share an example from your previous position, in which you aligned employees to address needs and concerns of customers.
• How would you align the department's goals with the goals of the organization?
• In your previous position, how did you make sure all employees had a clear understanding of the goals for the project and the implementation steps?
• Can you create well articulated goals for the department?
• In your previous position, did you articulate the objectives in clear, measurable terms so that every team member understood what success looked like?

Situational Awareness

• Did you review organizational conditions to uncover strategic opportunities and mitigate potential threats?
• Share an example from your previous position, in which you kept the team up-do-date with the latest information.
• How would you schedule regular check-ins and 'roundings' where employees can discuss their goals, preferences, and any areas where they need support?
• Explain the strengths and needd of the team.
• Give an example of how you made sure that employees understood and identified with the team's mission.
• How did you assess the opportunities and threats faced the department/organization?
• Are you aware of each employees needs?
• If needed, can you understand the strengths and needs of each employee in the department?
• How would you make sure all employees understand the purpose for the project and the tasks they have been assigned?
• Describe how you would analyze internal and external factors to identify challenges and potential advantages for the department.
• Are you able to ensure employees understand the task's objectives and significance?
• In your previous position, have you scheduled regular one-on-one meetings with employees to help give focus and direction?
• Do you observe how employees approach tasks, interact with others, and handle challenges?

Procedures and Directions

• Explain how you would give direction to the department/organization.
• Share an example from your previous position, in which you selected specific strategies and design options to help the organization achieve success within a competitive environment.
• How would you establish guidelines and procedures to ensure workplace safety and compliance with regulations?
• Do you determine procedures to be follow for production?
• Can you translate strategic goals into actionable steps for individuals and teams? Explain.
• When would you set production assignments for the department?
• In your previous position, how did you design workflows and standard operate procedures (SOPs) to ensure consistency and efficiency?
• How did you delegate responsibilities to team lead or supervisors to oversee specific areas of work?
• Are you able to prepare daily job and task assignments for employees?

Planning and Strategy

• How would you anticipate potential challenges or obstacles that might derail department plans?
• How did you offer guidance, resolve roadblocks, and ensure the team has what it needed to succeed?
• In your previous position, how did you develop contingency plans to proactively address potential risks?
• Could you ensure that each team member is assigned some part of the project?
• How would you plan responses to potential risks or unforeseen challenges to minimize disruption?
• Are you able to determine the best approach for achieve goals?
• Give an example of how you prepared and reviewed action item lists for others.
• How do you expand employee focus from day-to-day tasks to more strategic goals?
• Did you modify plans or timelines in response to emerge data, feedback, or shifting priorities?
• How do you develop a plan or strategy providing a clear path forward?
• Do you respond constructively to setbacks by explore alternative paths to goal completion? Give an example of when this happened.

Scheduling

• Do you develop shift patterns or schedules to maximize productivity while addressing individual availability?
• How can you build schedules that reflect both urgency and long-term strategic goals?
• Are you able to help employees establish deadlines for important phases of the project?
• Did you schedule adequate time for important project items?
• Share an example from your previous position, in which you set schedules and timelines to keep the team on track.
• Describe how you would establish the work schedule for the crew to keep progress moving forward.
• Give an example of how you set production schedules for the department.
• Are you able to create structured timelines that provide clarity and reduce ambiguity?
• How would you balance competing priorities by allocating time based on impact and deadlines?
• How would you set deadlines and key milestones to guide the team's progress?

Creates Structure

• Share an example from your previous position, in which you divided the overall strategy into smaller, achievable milestones with deadlines.
• Describe how you would create operational models to focus the organization's resources on achieve its strategic priorities.
• How would you break down larger goals into smaller, manageable milestones to add more structure toward the accomplishment of the goal?
• If needed, can you build functional structures that support and drive the organization toward its vision?
• How do you set timelines, roles, responsibilities, and resources required to achieve the goal?
• How do you establish processes and structure to steer the organization in a clear, strategic direction?
• Share an example from your previous position, in which you developed frameworks and systems to guide the organization toward achieve its goals.
• In your previous position, when did you identify gaps in infrastructure or support and proactively address them?
• In your previous position, did you break down larger tasks into smaller ones to help employees maintain focus?

Prioritizes Tasks and Resources

• Can you encourage employees to focus on getting results now?
• Have you prioritized tasks and resources to maintain focus and direction for the department?
• How do you reinforce the connection between daily tasks and broader organizational outcomes?
• Do you allocate time for important goals?
• How can you identify the tasks or goals that have the biggest impact?
• How did you ensure that the department's plans supportted the broader vision and strategic goals of the organization?
• Are you able to identify which tasks or projects need immediate attention and which can be deferred?
• Did you help guide employees with prioritizing tasks?
• How would you schedule adequate time for high-priority items?
• Describe how you would are able to stay focused on important goals by saying "no" to less important goals and requests.

Guides

• Share an example from your previous position, in which you used guiding questions to help employees think critically and make informed decisions.
• How can you provide training or mentorship to help guide employees in the department?
• If hired, would you create opportunities for peer learning and collaborative problem-solving?
• Do you help team members stay on track through guidance and collaboration?
• Describe how you would lead and support employees in their tasks to maintain progress and alignment with the department's goals.
• Explain how you would provide guidance based on each employee's experience level and learning style.
• Have you provided strong direction to new employees and recent transfers?
• Are you able to offer coaching and developmental feedback to help employees navigate challenges?
• Share an example from your previous position, in which you guided the team's activities toward completion of the goal.
• Can you get employees back on track when they wander from the assigned tasks/projects?
• How would you encourage employees to work together for the completion of tasks?
• Did you lead by example to guide employees in the completion of tasks?
• Are you able to re-align tasks with the larger organizational goals when needed?

Standards of Performance

• Give an example of how you set the requirements for satisfactory job performance.
• How do you set expectations for acceptable job performance?
• As a new manager, how would you distinguish between minimum acceptable performance and aspirational excellence?
• Share an example from your previous position, in which you outlined for an underperforming employee the specific behaviors and outcomes that constituted success in the role.
• Can you set benchmarks or criteria for the quality of products or services?
• Give an example of how you would use performance data to reinforce expectations and guide improvement.
• Do you review standards of performance to ensure they remain relevant and aligned with strategic goals?
• Have you recognized and reinforced behaviors that met or exceeded established standards?
• How would you decide on key performance indicators (KPIs) to measure individual and team success?
• If hired, how would you clarify priorities and expectations to ensure team members understand their roles and objectives?

Focuses Attention

• How do you set the focus on improving the organization's products and services?
• In your previous position, did you ensure the team stays on course and work effectively?
• Explain how you would stay focused even when under pressure and stress.
• Do you redirect efforts when team members drift from core objectives or timelines? Explain how.
• Have you focused employee activities on the main goals for the department?
• In your previous position, when did you identify signs of misalignment employee focus and department objectives? How do you intervene to restore focus and direction?
• Give an example of how you would motivate and inspire the team by connect their objectives to the organization's.
• Do you motivate employees by encourage their participation on projects?
• How would you encourage employees to stay focused on the task at hand?

Self-Discipline

• Can you maintain focus on the goal despite obstacles and setbacks?
• Share an example from your previous position, in which you maintained self-control when personally criticized.
• How would you function well under stress, deadlines, and/or significant workloads?
• How did you encourage autonomy while still remaining available for guidance and recalibration?
• Could you maintain focus on doing the best quality work even if it requires saying "no" to unnecessary, or unrelated, projects?
• Describe how you would work with focus and direction in the face of obstacles.
• Are you able to are able to maintain a non-anxious composure even in stressful situations?

Monitoring Performance

• How do you analyze metrics such as project completion rates, quality of work, or customer satisfaction scores?
• How do you keep employees accountable and aligned with department objectives?
• Do you regularly measure job performance to maintain focus and direction?
• Share an example from your previous position, in which you implemented metrics that reflected both output and impact, tailored to team goals.
• Do you use real-time feedback to recalibrate performance expectations when needed? Give examples of this.
• Did you use performance analytics or project management tools to gain quantitative insights into how well goals were being met, where there were inefficiencies, and which employees needed additional support?
• Did you regularly check in to ensure the team was on track?
• When could you monitor the workload balance and impact on employees?
• When would you seek to enhance your understanding of the department's dynamics to better determine the needs of the department?
• Are you able to pay close attention to how tasks are distributed among employees?
• Give an example of how you sought to understand any external factors that might impact projects being worked on by the department.
• Do you seek to minimize underutilization and/or overutilization and make adjustments to workloads accordingly?
• How would you create measures of performance to ensure progress is being made?

Flexibility

• How would you revise workflows or processes to simplify and improve outcomes if the current method is not meeting expectations?
• Are you flexible and ready to adjust strategies in response to change circumstances?
• Can you adjust expectations and deliverables to accommodate evolving organizational needs?
• Explain how you would reassess assignments and ensure coverage without overburdening others due to absences of personnel within the department.
• Are you able to listen to employee input and adapt direction to reflect frontline realities?
• Are you able to identify areas for improvement and make any necessary course corrections?
• In your previous position, did you refine objectives to better align with the team's strengths or organizational needs based on feedback from team members?
• Did you shift priorities or resources to address unexpected changes to the situation while keeping the team informed and motivated?
• Explain how you would tailor guidance and support based on individual strengths, challenges, or circumstances.
• Did you maintain focus on long-term goals while adjusting short-term tactics? How did you do it?
• Did you balance team workload by redistributing tasks when capacity or availability changed?

Prepares Resources

• How would you ensure that employees have the tools, training, and support needed to complete the task successfully?
• In your previous position, did you allocate time, personnel, and tools based on task complexity and team capacity?
• Give an example of how you would determine the distribution of tools, equipment, and budget need to achieve objectives.
• Do you anticipate resource needs and secure them in advance to prevent delays?
• How did you adjust resource distribution in response to shifting demands or constraints?
• Explain how you would secure cross-functional support or external partnerships to supplement internal resources.
• Give an example of how you would invest in skill-building resources that enable employees to meet evolving performance standards.
• If hired, how would you provide onboarding materials, process guides, and role-specific training to ensure readiness?
• If needed, can you implement financial resources and gainsharing programs to help employees focus on increasing efficiency?
• As a new manager, how would you align resource planning with departmental goals and organizational priorities?
• Would you ensure access to subject matter experts or mentors for specialized guidance?

Commitment

• In your previous position, did you gain employee commitment to the task?
• Do you provide incentives to help employees remain committed to the completion of important tasks?
• Share an example from your previous position, in which you helped employees stay committed to complete group tasks.
• Can you encourage employees to participate in planning or decision-making to foster a sense of ownership in the goal?

Time Management

• How did you maintain focus when handling several problems or tasks simultaneously?
• Are excellent at managing time?
• Explain how you would say "no" to ideas that would result in lost time and effort.

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