Feedback |
- Is easy to approach with ideas and opinions.
| |
|
|
|
|
|
- Asks others for their ideas and opinions.
| |
|
|
|
|
|
- Seeks feedback to enhance performance.
| |
|
|
|
|
|
- Accepts the views of others.
| |
|
|
|
|
|
- Shares past experiences with others as learning opportunities.
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Feedback,
what are your suggestions for how he/she can improve this?
|
|
Communication Skills |
- Gives clear and convincing presentations.
| |
|
|
|
|
|
- Able to demonstrate persuasiveness in pursuit of objectives.
| |
|
|
|
|
|
- Able to deliver presentations.
| |
|
|
|
|
|
- Conveys ideas confidently and succinctly.
| |
|
|
|
|
|
- Listens to others' points of view with an open mind
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Communication Skills,
what are your suggestions for how he/she can improve this?
|
|
Accountability |
- Always starts work on time.
| |
|
|
|
|
|
- Can be counted on to do what they say they are going to do.
| |
|
|
|
|
|
- Aware of the consequences for failure to complete the project.
| |
|
|
|
|
|
- Accepts accountability for their work.
| |
|
|
|
|
|
- Ensures that employees are compensated fairly and in accordance with established policies.
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Accountability,
what are your suggestions for how he/she can improve this?
|
|
Integrity |
- Follows tasks to completion.
| |
|
|
|
|
|
- Maintains strong relationships with others.
| |
|
|
|
|
|
- Does what was promised.
| |
|
|
|
|
|
- Establishes relationships of trust, honesty, fairness, and integrity.
| |
|
|
|
|
|
- Fosters a high standard of ethics and integrity.
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Integrity,
what are your suggestions for how he/she can improve this?
|
|
Management |
- Sets an example for others to follow
| |
|
|
|
|
|
- Keep staff informed about what is happening in the company
| |
|
|
|
|
|
- Delegate tasks effectively
| |
|
|
|
|
|
- Makes you feel enthusiastic about your work
| |
|
|
|
|
|
- Takes responsibility for things that go wrong
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Management,
what are your suggestions for how he/she can improve this?
|
|
Decision Making |
- Is firm in their decision and not easily influenced by the whims of others.
| |
|
|
|
|
|
- Seeks input from key people who should be involved in, or will be affected by, decisions
| |
|
|
|
|
|
- Willing to consider information from other sources.
| |
|
|
|
|
|
- Remains focused on the immediate goal when making decisions.
| |
|
|
|
|
|
- Is open to listening to others who may have different ideas.
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Decision Making,
what are your suggestions for how he/she can improve this?
|
|
Technical |
- Keeps current with technical advances within his/her professional discipline; embraces and applies new techniques and practices
| |
|
|
|
|
|
- Willingly shares his/her technical expertise; sought out as resource by others
| |
|
|
|
|
|
- Seeks information from others as needed.
| |
|
|
|
|
|
- Is naturally sought out by people outside his/her particular area for advice and opinion on a broad range of matters - not necessarily solely legal advice.
| |
|
|
|
|
|
- Knows how to produce high quality products/work.
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Technical,
what are your suggestions for how he/she can improve this?
|
|
Managing Risk |
- Creates a risk management strategy for the organization.
| |
|
|
|
|
|
- Has the knowledge and skills to accurately identify risks in the workplace.
| |
|
|
|
|
|
- Committed to implementing rules and procedures to minimize risk.
| |
|
|
|
|
|
- Recognizes that small changes may snowball into major events.
| |
|
|
|
|
|
- Aware of appropriate actions to minimize risks.
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Managing Risk,
what are your suggestions for how he/she can improve this?
|
|
Co-worker Development |
- Adapts coaching and mentoring approach to meet the style or needs of individuals
| |
|
|
|
|
|
- Sets and clearly communicates expectations, performance goals, and measurements to others
| |
|
|
|
|
|
- Works to identify root causes of performance problems
| |
|
|
|
|
|
- Takes immediate action on poor performance
| |
|
|
|
|
|
- Gives others development opportunities through project assignments and increased job responsibilities
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Co-worker Development,
what are your suggestions for how he/she can improve this?
|
|
Strategic Focus |
- Determines the best approach to achieving desired goals.
| |
|
|
|
|
|
- Ensures adherence to the strategy to sustain achievement of targeted levels of organizational performance.
| |
|
|
|
|
|
- Identifies and understands competitors in the marketplace.
| |
|
|
|
|
|
- Develops an organizational strategy for each functional area within the mission statement.
| |
|
|
|
|
|
- Strategically focuses efforts to improve operational efficiencies.
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Strategic Focus,
what are your suggestions for how he/she can improve this?
|
|
Organizational Fluency |
- Understands the current organizational culture.
| |
|
|
|
|
|
- Adept at navigating within the culture of the department.
| |
|
|
|
|
|
- Is aware of other organizational cultures to compare/contrast with the current organizational culture.
| |
|
|
|
|
|
- Anticipates problems that may affect the department.
| |
|
|
|
|
|
- Able to deal with sensitive issues with tact and professionalism.
| |
|
|
|
|
|
If [Participant Name] were to make improvements in Organizational Fluency,
what are your suggestions for how he/she can improve this?
|
|