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Survey Questions: Leadership

• Leadership is able to implement ideas and suggestions.
• Senior executives provide good leadership to the organization.
• My manager demonstrates leadership and courage in critical situations.
• The project manager improves work quality for the team.
• The team leader enhances the quality and productivity of the team.
• My manager is a leader within the department.
• My supervisor is highly effective.
• Supervisors have effective leadership talent and skills.
• Leaders in our department maximize the efforts of all team members.
• Our department has a highly effective supervisor.
• Our manager demonstrates effective leadership talent and skills.
• The project manager is effective in leading others.

• The Leadership promotes team morale and builds organizational commitment
• My department influences the decisions made at the company.
• The project manager is a positive influence on others.
• My manager influences decision-makers by presenting data and insights that support their recommendations.
• My team influences the work of employees throughout the department.
• My manager is able to influence others.
• My manager has an influence on the company's strategic direction.
• My supervisor can influence and persuade others to a course of action.
• My manager uses persuasion and influence instead of micromanaging employees.
• The project leader influences the organization.
• Managers are able to influence others in a way that results in acceptance, agreement, or behavior change.
• Supervisors use influence to shift team behavior gradually, reinforcing desired outcomes through recognition and feedback.Ó
• My manager influences the department.
• My manager influences others on his/her team to reach goals, improve performance, and try new things
• The Leadership sets the direction for the Company.

• My supervisor encourages others to question certain procedures which they may not understand and to communicate what they need.
• The team leader gains commitment by persuasion.
• The manager presents ideas in ways that resonate with different stakeholders, adapting language and framing to meet their perspectives.
• My manager is able to persuade others to act.
• The manager secures cross-functional support by connecting project goals to broader organizational outcomes.
• The project manager can persuade other peers and team members.
• The manager builds credibility over time, making it easier to influence decisions without relying on authority.
• Supervisors anticipate objections and addresses concerns with empathy and clarity, helping others shift their mindset.

• The Leadership fosters organizational commitment, team spirit, and pride in working for the Company.
• My manager inspires a sense of pride and shared ownership.
• My manager gives inspiring presentations or discussions.
• Our manager signals commitment to critical processes.
• The manager leads the team to achieve consensus, solve problems, and accomplish tasks.
• The supervisor projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
• Our team incorporates the company philosophy, mission statement, and core values into daily branch life so that co-workers accept them as more than just written documents
• The supervisor incorporates company philosophy, mission statement, and core values into the department's culture.
• The project lead inspires a shared culture by keeping employees informed and working together.
• The Leadership makes me proud to be an employee of the Company
• Leadership fosters organizational commitment and pride in working for CompanyName.

• My division selects the best and brightest people from inside or outside the company.
• The supervisor expects employees to achieve above average performance.
• My manager is totally committed to having the team do the best job possible.
• Our manager only accepts exceptional work.
• My project manager expects participation by all team members.
• Our team maintains high expectations for performance.
• Staff are expected to work above average.
• My Supervisor ensures that others support the position of leadership.
• The Leadership is focused on process improvement.

• Leaders are always honest with employees.
• My department provides a moral standard of ethical and honest work.
• The project leader maintains high standards of honesty and integrity.
• Managers maintain high ethical standards.
• Managers maintain the confidence of others.
• The project lead does what they say they will do.
• The supervisor demonstrates core value behaviors in actions towards others and in work performed.
• Senior executives keep all promises.
• My manager follows commitments in dealing with others.
• The supervisor avoids getting involved in office politics.
• The project lead is a highly principled leader of strong ethics and integrity.
• My manager sticks to their word.
• Associates never divulge confidential information given by colleagues.
• My supervisor would never betray the trust of confidential sources of information.
• Our manager is a role model for ethics and integrity.

• Our manager sets a positive example.
• The project manager serves as a role model for others.
• The project manager leads by example.
• Our department sets a positive example for others to follow.
• Our team leader demonstrates hard work and excellence every day.
• My manager demonstrates the highest standards of conduct and behavior.
• My supervisor sets a positive example admired by others.

• Managers establish a sense of order and control in the branch; co-workers know their roles.
• My manager aligns work of employees to a common goal or objective.
• Managers meet regularly with subordinates to align their work with the goals and objectives of the company.
• Managers use situational leadership employing the appropriate leadership style to maximize performance given the situation.
• My manager focuses team efforts on meeting the needs of the customers.
• The supervisor is able to take advantage of the different capabilities and talents of team members.
• The project leader focuses others on the necessary tasks that need completion.
• Leaders foster team cooperation, build trust among team members and create commitment to team goals.
• Supervisors consider duty positions, capabilities, and developmental need when assigning tasks.
• Managers are able to align manpower, design work, and allocate tasks to achieve goals.
• Leadership aligns the Company to integrate human resources with core business needs.

• Leaders set sort and long-term goals and objectives.
• Our department provides challenging assignments to employees.
• The team leader expresses clear goals and objectives.
• My supervisor leads team to set goals, solve problems, and accomplish tasks.
• My supervisor motivates others to work together toward common objectives.
• My manager sets clear goals and objectives for subordinates.
• Leaders set specific, measurable, and challenging goals.
• Leadership assess the Company to determine organizational development needs.

• Leadership at the Company encourages initiative and risk taking.
• Managers place trust in subordinates to succeed.
• My division empowers others to achieve results and holds them accountable for actions.
• Supervisors explain performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
• My supervisor empowers others to succeed within their jobs.

• My manager owns up to mistakes made.
• My supervisor holds employees accountable for their actions and consequences of their failures.
• The supervisor provides early warning to subordinate leaders of tasks they will be responsible for.
• My manager holds supervisor and core team members accountable for commitments and assignments
• Our manager accepts responsibility for mistakes made.
• Leaders take responsibility for and correct poor performance.
• Our manager holds others accountable for their actions.
• Leaders take ownership and accountability for results
• My manager holds core team members and DMs accountable to commitments made.
• Our manager accepts responsibility for organizational performance.
• My manager holds team members accountable to commitments made.

• My manager gives subordinates the reason for tasks.
• Our manager is transparent in all communications.
• The project manager expects transparency and encourages peers and subordinates to openly challenge their views or opinions.
• Leaders keep subordinates informed.
• Managers share information with the employees in the department.

• My manager communicates the importance and thought processes, inspiring others to work toward key objectives.
• The team leader communicates company, area, and market objectives and inspires others to action.
• Our manager articulates expectations.
• My manager provides clear directions for others to follow.
• Supervisors define requirements by issuing clear and concise order or guidance.

• Managers communicate calmly and honestly with co-workers, customers, and supervisors, even when stressed.
• My manager communicates frequently with entire core team to ensure inter-departmental alignment and collaboration to accomplish objectives.
• Leaders pay attention to and convey understanding of the comment and question of others.
• My manager encourages dialogue to clarify decision making and inform staff.
• The project manager communicates calmly and honestly even when stressed.
• My manager communicates why something needs to be done or changed and relates current initiatives to company vision and goals.
• My manager communicates with others how they contribute to and support the company's mission.
• My supervisor listens to employees as they explain their understanding of problems and situations.
• My team leader identifies and shares information that is useful to promote prompt response to business needs.

• Supervisors help co-workers/teams understand the vision and priorities of the company, area, and market.
• Team members demonstrate commitment to long-term development of self and associates.
• My manager explains important concepts to the employees.
• Managers sit down regularly with employees to review their job performance.
• My manager encourages self-development for employees at all levels of the organization.
• Our manager removes performance barriers by providing necessary systems, information, tools, and resources people need to do their jobs and develop.
• Managers are able to develop average employees into high performing employees.
• The supervisor critiques own performance as a means of self-improvement and initiates self-development activities.
• The team leader supports company sponsored training and development initiatives.
• My manager helps to develop team members
• My manager is able to increase the performance of under-performing employees.
• Managers use knowledge of individual strengths, weaknesses, and style to facilitate effective learning.
• Our team provides resources to enable individuals to develop professionally.
• My manager meets the developmental needs of subordinates.
• The team leader creates an environment that supports learning and development.
• Leaders view mistakes as opportunities to learn
• Leadership recognizes that Change is a permanent condition of the current business climate
• The Leadership is flexible and learns rapidly about changing markets
• The Leadership is willing to change to meet new objectives

• My manager encourages mentoring relationships.
• My manager coaches the team to document and hold co-workers accountable for assignments and commitments.
• My supervisor guides and mentors others as they proceed throughout their decision-making process.
• My supervisor provides individual coaching for employees as needed.
• My manager mentors others.
• Leaders create a supportive learning environment that encourage employees to take risk and try new things.
• My manager mentors employees.
• My supervisor coaches employees about the significance of the company within our industry.
• My manager coaches others and prepares them for current and future business demands.

• My team leader gives direct, constructive, and actionable feedback.
• Managers provide positive reinforcement and honest feedback to subordinates.
• My manager provides accurate, timely, and (where appropriate) positive feedback.

• Leaders are open to feedback from multiple perspectives
• My manager remains open to suggestions, ideas, and opinions of others.
• My team leader encourages and is receptive to working out problems and challenges --- no reluctance from team members to come forward with concerns/issues.
• My manager solicits performance feedback from others.
• Leaders value upward feedback from subordinates and peer and solicit it actively.
• My team leader is accessible and approachable to associates.
• The supervisor seeks input and ideas from employees by involving them in decisions.
• My manager listens for feedback from subordinates.
• The supervisor asks employees for their input, suggestions and ideas.
• My supervisor responds to performance feedback, identifying development opportunities (i.e., training) related to current job.
• Our manager keeps an open mind to receiving feedback from others.
• The Leadership seeks input from others
• Leaders listen to and use feedback

• My manager is resilient and doesn't show discouragement when facing setbacks.
• The department head performs effectively, even under frustrating or challenging work conditions.
• My manager has resilience to pick themselves up after a defeat.
• Our manager maintains a positive attitude even in the face of adversity.

• My manager says "no" to ideas that will result in lost time and effort.
• My manager has the moral strength to overcome adversity, fear, and anxiety.
• My manager demonstrates bravery in addressing challenging matters directly and effectively.
• My supervisor has the courage to face difficult issues head on.
• We have the willingness to persevere despite uncertainty.
• My team leader is able to say "no" when it is essential to maintaining quality and high standards.
• The supervisor says "no" to goals that will detract from the organization's objectives.
• Supervisors say "no" to strategies that will detract from the organization's objectives.
• Our manager is able to say "no" when necessary to effectively execute business strategy and meet long-term objectives.

• The team leader utilizes recognition, and non-monetary rewards, as well as financial compensation, to reward excellent performance.
• Coworkers are rewarded for contributions toward meeting the needs of customers.
• The supervisor is more likely to recognize employees for good performance rather than to criticize them for a performance problem.
• The team leader recognizes individual and team accomplishments and reward them appropriately.
• My manager encourages DMs to set up recognition programs to reward individuals who demonstrate initiative and "live out" company values.
• My team leader recognizes and rewards employee contributions to the team effort.
• The team leader rewards employees for innovation and calculated risk taking.
• Our department recognizes and appreciates the work of associates.
• My manager rewards individuals who demonstrate initiative (e.g., sets up recognition programs).
• The supervisor credits subordinates for good performance.
• My supervisor finds creative ways to reward employees for hard work.
• My manager recognizes and rewards employees for their accomplishments.

• My manager inspires, encourages, and guides others toward the vision, mission, and goals.
• My manager inspires a shared vision of being the best.
• My manager motivates and challenges employees to attain a shared vision.
• My team leader instills important values and vision within the department employees.
• The Leadership is committed to fostering a shared vision.

• The project manager attends to, and contributes at, meetings.
• Our team runs efficient and effective meetings with agendas, action items, and accountabilities clearly spelled out
• My manager maintains an agenda of important tasks to complete each day.

• Supervisors recognize poor performance and address it appropriately.
• My manager expresses pride in the accomplishments of employees or the department.
• My team leader is effective in selecting and retaining high performing employees.
• My supervisor has the trust and support of the supervisor and district core teams
• My manager identifies and addresses employee behavioral problems.
• Leaders promote teamwork
• Leaders encourage others to work as a team

• My manager has their own self-development plan; seeks opportunities for self-development on an ongoing basis.
• Our manager is able to organize the work of others.
• Managers can organize efforts of other employees.
• My manager uses feedback to modify duties, tasks, requirements, and goals when appropriate.
• Managers are effective in organizing others.
• My supervisor provides structure.
• My manager maintains focus on the current plan even if it means saying "no" to unnecessary, or unrelated, projects.
• The team leader is able to conceptualize, organize, staff and manage a program with results.
• My manager allocates as much time as needed for task completion.
• The supervisor volunteers to participate on special projects, teams, or events.
• The project manager establishes methods and procedures for the department.
• The project manager is able to get the appropriate resources to support individual or team initiatives.
• The supervisor helps employees to focus on the tasks that need to be completed.
• The Leadership at the Company develops and evaluates different courses of action.

• The department head appears to trust own instincts and insights.
• Leaders share information regarding decision making so that others understand the relevant positions.
• Leaders are able to decline bad ideas to avoid making poor decisions.
• My manager implements decisions and evaluates results.
• Our team gathers and analyzes data and develops rationale for decision.
• My manager guides decision-making by coaching, counseling and rewarding.
• Our manager gets others to participate in making decisions and in setting goals for project completion without dictating or providing answers.
• My manager acts decisively in implementing decisions.
• My manager assesses current capabilities before committing to new requests.

• My manager guides individuals toward goal achievement using negotiation, teamwork/collaboration, motivation and staff development skills.
• The project manager is able to stay focused on important goals by saying "no" to less important goals and requests.
• My manager implements philosophy/mission-based initiatives within work environment and monitors results.
• My manager is able to decline a poor goal by proposing alternate goals.
• Managers motivate others to reach and exceed organizational goals and objectives.
• My manager sets a high level of performance expectations and challenges others to do the same.
• The Leadership sets priorities and goals.
• The Leadership is focused on achieving business objectives.
• The Leadership keeps a focus on where the Company needs to go.

• I feel confident in the Company leadership
• The Leadership helps maximize business results
• The Company leadership is able to achieve goals through effective planning and organization
• I feel the organization is going in the "right" direction
• The Company is effective in developing goals and integrating them into strategies for action
• The Company leadership knows what they are doing

• Leaders identify problems, collect information from various sources, and synthesize that information into effective solutions
• The Leadership identifies key issues affecting the Company at a global level
• Leadership is able to assess the situation accurately and reliably
• The Leadership seeks and incorporates new and relevant information that has an impact on the Company re-organization
• The Leadership is able to balance organizational, customer, and employee needs
• Leadership gathers data from a variety of sources for use in strategic planning
• Leadership exercises good judgment in setting the structure for the organization

• Managers take an active interest in the success of others.
• My manager demonstrates empathy for the impact of change on people and processes.
• Supervisors gain cooperation, support, and buy-in of others.
• Leaders suggest methods to reduce stress within work environment.