Personal Leadership Assessment (Extended Version)
The following questions make up a subjective assessment of your leadership. The purpose of the assessment is to celebrate strengths and identify 2-3 areas of growth that will produce opportunities to adjust leadership to meet the needs of the challenges you face on a daily/weekly/yearly basis. Authenticity is appreciated. If you encounter any confusion, it is recommended you answer the question to the best of your ability. Each question uses a scale from 1-4, 1-5, or 1-6. Answer each question by indicating how you would rate yourself according to the two answers provided. Your responses on this assessment are completely confidential as well as the results of the assessment.
Email address *
What is your last name?
What is your first name?
How often do you try new ideas professionally?
Never
All the time
Clear selection
How often do you try new ideas in your personal life? *
Never
All the time
How often do you learn something new professionally? *
Once a month
Everyday
How often do you learn something new in your personal life? *
Once a month
Everyday
Do you seek new ideas professionally or take them as they come? *
Seek new ideas
Take them as they come
When I encounter an unfamiliar task aligned to my expertise, *
Find a way around it
Learn to complete the task
When I encounter an unfamiliar daunting task aligned to my expertise, *
Find a way around it
Learn to complete the task
When I encounter an unfamiliar task aligned to my expertise, *
Figure it out on my own
Ask for help
How much do you like to help others? *
Not very much
Love it
How comfortable do you feel asking your subordinates for help? *
Not comfortable at all
Extremely comfortable
How comfortable do you feel asking your PEERS for help? *
Not comfortable at all
Extremely comfortable
How UNCOMFORTABLE do you feel asking a stranger for help? *
Extremely comfortable
Very uncomfortable
How often do people ask you for help within your profession? *
Never
All the time
How often do people ask you for help in your personal life? *
Never
All the time
Who do you have a tendency to gravitate toward professionally as far as expertise? *
Have limited knowledge and need support
Experts
Currently, in my professional setting (both peers and subordinates), I am mostly surrounded by people who are: *
In need of a great deal of support
Self-sufficient and proactive
Personally, the highest education the majority of the people I am friends with have reached: *
High School
Doctorial School
Professionally, the highest education the majority of the people I spend spare time with have reached: *
High School
Doctorial School
When it comes to feedback, the following best describes me: *
Its not a priority
I got out of my way to find it
When I get feedback, I prefer it from: *
No one
Anyone who is willing to give it
When I get feedback, I prefer to get it from: *
Anyone in my inner circle
An expert I sought out
Before I try a new process, procedure, or routine, I must do the following research *
No research necessary
Great deal of research
How much do you depend on routine? *
It has to be everyday
It is nice to have but not necessary
How do you react to interruptions to your daily routines? *
I go with the flow
The whole day is thrown off
How often do you meet someone new (preCOVID)? *
Once a year
Everyday
In your experience, after making a plan, how often do you follow through with the plan? *
Plans are made to be followed
I try as best I can
How would you describe the people around you at work? *
Similar background and/or ethnicity
Diverse
How would you describe the people around you at work who you spend your spare time with? *
Similar background and/or ethnicity
Diverse
How would you describe the people around you within your personal life? *
Same race and/or ethnicity
Diverse
How comfortable do you feel talking about race and equity with someone from another race? *
Not comfortable at all
Extremely comfortable
How UNCOMFORTABLE do you feel talking about race and equity with someone of the same race? *
Extremely comfortable
Very uncomfortable
How comfortable do you feel talking about race and equity with a large group of people (30+) with multiple races represented? *
Not comfortable at all
Extremely comfortable
How UNCOMFORTABLE is it for you if a stranger of the same race let you know your actions or words were racist? *
Extremely comfortable
Very uncomfortable
How comfortable is it for you if a stranger of a different race let you know your actions or words were racist? *
Not comfortable at all
Very comfortable
It is important to pause and reflect on what you have done well *
Strongly Disagree
Strongly Agree
There is not enough time to figure out what went wrong. *
Strongly Agree
Strongly Disagree
The reflection process is important for identifying people who should be held accountable. *
Strongly Agree
Strongly Disagree
When I take time to address a problem, I look for the fastest solution *
Strongly Agree
Strongly Disagree
When I make a mistake, I naturally: *
Quickly move on to the next task
Beat myself up
How often do you make mistakes professionally? *
Never
All the time
How often do you discuss professional mistakes (as opposed to personal) you make? *
Every last one
Not at all
I have a process in place to make sure all collaborative programs have time set aside to discuss results/data. *
Strongly Disagree
Strongly Agree
When subordinates make mistakes, it makes me feel *
Very excited
Very frustrated
When solving a problem, I have the capacity to seek a long term solution: *
Strongly Disagree
Strongly Agree
When solving a problem, my solution-seeking process is, *
Made by me
Inclusive of everyone
When addressing an issue or solving a problem, my process involves testing a solution before expanding it throughout the organization or team. *
Strongly Disagree
Strongly Agree
At work, I meet with my individual staff (or 60-100 closest staff) of my organization or team (you can identify them by first and/or last name): *
Never
At least 5 times a year
I know at least the first or last name of every staff member (or 60-100 closest staff) of my organization or team. *
None of their names
Absolutely
There are systems within my organization/team that provide an opportunity for all staff to speak to me directly. *
Strongly Disagree
Strongly Agree
There is NOT a clear definition of inclusion at my organization/team that everyone agrees to. *
Strongly Disagree
Strongly Agree
I have discussed the aspirations of each of my staff members (or closest 60-100) of my organization or team with him or her. *
Strongly Disagree
Strongly Agree
Providing learning opportunities to staff is a high priority. *
Strongly Disagree
Strongly Agree
It is NOT important for a staff member to have a post-discussion about a learning experience with a peer or leader in the organization or on the team.
Strongly Disagree
Strongly Agree
Clear selection
The calendar of the organization or team reflects all holidays. *
National holidays
All religions and cultures are represented
We offer translation for all cultures within the organization/community. *
Strongly Disagree
Strongly Agree
Our organization or team learns about different cultures, religions, or race. *
Individual research
Goal driven events aligned to culture, religion, and/or race
Our organization or team regularly offers training and space to host conversations around equity and race. *
Strongly Disagree
Strongly Agree
The vision of the organization or team is NOT inclusive to anyone and clearly articulates this within its language. *
Strongly Disagree
Strongly Agree
It is important that I show strength without being emotional *
Strongly Disagree
Strongly Agree
Showing emotion is showing strength *
Strongly Disagree
Strongly Agree
Difficult conversations should NOT be held in private *
Strongly Disagree
Strongly Agree
Arguments should never happen in the workplace. *
Strongly Disagree
Strongly Agree
Leaders should not tolerate opposition when moving forward with a plan. *
Strongly Disagree
Strongly Agree
When leaders make a mistake, they should admit it. *
Strongly Disagree
Strongly Agree
Right now, this moment, you can list your core values (honestly) *
Not at all
Absolutely
My core values were generated by the actions I want to see in others (basically, if the world were your core values it would be a better place) *
Strongly Disagree
Strongly Agree
My core values were generated by my deficits and how I could better contribute to the world *
No go on the deficito
The world spoke and I listened
My core values provide guidance in decision making *
What core values?
My core values are tattooed somewhere
When in a difficult situation, how relevant are your core values? *
Who has time for core value crap?
They are my flashlight in a dark closet with a jaguar
Whether a tough place or easy-breezy, your core values are relevant. *
Enough with the core value stuff
My core values could start a religion
Every day I am setting goals. *
People do that?
I had a goal to check my email and somehow I got looped into this survey. Damn the internet!
My "to do" list is my goals list and I make one everyday. *
"to do" lists are exhausting
Bam! That's right!
When plans hit a setback, its important to... *
Stop and reflect to see what went wrong without losing my sanity
Get another plan back in action as soon as possible without losing my sanity
When you fail, you have a tendency to.... *
Try at all costs to reverse the outcome (without using sorcery).
Find the closest place I can be alone and breakdown (emotionally - not dancing)
At first you don't succeed, try try again? *
What old white dude made that saying and where can I go to kick his butt?
That saying never gets old. That's my jam.
Your urgency decreases when... *
When I finish what I done set out to do
The crap hits the fan.
Failures are opportunities to learn and get better. *
What fortune cookie did you read that malarchy (yes, malarchy is the right word for this moment in the survey)?
Its the title of my book that I may write some day if I get some time.
According to your philosophy, if Urgency and Emotion got in a brawl then.... *
Emotion would have a secret move handed down for generations that would take Urgency down by surprise,
Urgency would kick the living day lights out of Emotion
When encountering a setback, you are prone to... *
Support the current resources and monitor
Redirect resources to the problem and get it done.
When encountering a setback, you are prone to... *
Keep everyone in place but have some serious talks where you try not to freak out on your people
Take over that mess and bring it back together like a superhero ninja warrior.
People would call you a risk-taker... *
After I research, play out different scenarios, and pray, then you can see the risk I take
I'm taking this survey, right? Talk about a risk in my time.
There is a process that needs to be in place before taking a risk. *
There is a place where preparation meets opportunity. Its well hidden too!
Its called. Pray, pray some more, and then ask people to pray for you.
Risk-taking is not about luck. It's about making a decision that no one wants to make. *
This sounds like some fools gold.
Preach on. This question is for real.
There is no difference between urgency and desperation. *
That makes no sense.
This philosophy just made me realize I am not crazy.
Honesty is the best policy. *
If you want to get fired quickly.
For sure, because people need some reality in their lives.
There is no such thing as transparency in the workplace *
Transparency is the best friend of culture. They need to hang out all the time.
The only transparent thing is how little money I make.
Everyone should be honest about everything. *
Honesty is a myth next to Big Foot (who is real!)
Kids should be told about sex, drugs, and rock-and-roll starting at age 3
Honest leaders are leaders who never lie regardless of the sensitivity of the information or circumstances *
And a fairy godmother will visit and grant me three wishes too.
The word "confidential" should be removed from the dictionary
Honesty is about determining what information is relevant. The success of honesty is measured by the respect of the team or organization. *
Honesty is not somekind of super juice that fixes stuff.
Respect is best friends with honesty. They just don't know it.
Honesty is a systemic process to determining what information should be shared with the organization and/or stakeholders. *
There is no way honesty is a process like hiring people. Its a way of being.
Honesty is so layered it needs a process.
Procedures for sharing critical information is decided by the leader. *
Now that sounds like some dictator stuff going on there.
There can only be one leader. Just like there can only be one version of a classic movie. Remakes suck.
People are or are not born smart and we figure out how to navigate the world from there. *
This is some malarkey. Although, Neil deGrasse Tyson may be an acception.
Absolutely. Thank goodness I have a smart brain to navigate this survey.
Failure is a clear message to move on *
If that were the case, I wouldn't know how to tie my shoes.
How else do you find out?
Failure is a pain no one should feel *
Failure is like a right of passage, like talking with your mute button on.
That and getting dumped. Ouch.
When the competition is above my ability, I prefer to find another place to invest my energy. *
I would roll up the sleeves up to dunk on Lebron James.
Lucky for me there is plenty to do in this world.
When mistakes are made, a process should be put in place to identify the people or person who caused it to happen. *
Did my 4th grade teacher really have to find out who wrote the curse word in the book?
Find them and make sure they never make it again!
Recruitment is the key to finding people to get involved *
Recruitment is for the birds. Not really birds but not for me.
The best volunteers are the ones I find.
There are always enough resources. It's just about finding where they are. *
This survey was definitely made by a blind person who doesn't know the meaning of resources.
This survey may be long but it makes good points like this.
Meeting goals is about commitment and follow-through. *
This only applies to people with money and plenty of staff.
While I may never sleep, this is true.
In order to think outside the box, you need to figure out how to think inside the box. *
Is this one of those chicken before the eggs thing? Hard pass.
We are dropping some knowledge here. The author of this survey must be super smart.
Engagement of the community is based on structures being built for these constituents to participate *
Do I feed them too? When do they just choose to get involved? This isn't Noah's Ark.
Field of Dreams, baby. If you build it, they will come.
Community involvement is all about conversations to share your decisions. *
People do not need more conversations. That's why Netflix was invented..
How else are they going to find out? Anything else is more work for us.
Community involvement is nice but not necessary. *
Community involvement should be a bigger priority like getting dogs to be able to speak to humans.
Similar to holes being put in your head.
I could really help the community if they would let me... *
Serve their needs (appropriately...get your mind out of the gutter).
Do my job because they only make my job more complex.
Weaknesses should be identified to convert them to strengths. *
This is impossible. This survey needs to come to an end.
This would make sense if I had weaknesses.
If my team/organization were more like me, we would be far more productive. *
So each of my mistakes can be compounded 50 times? No thanks.