INTRODUCTION: This survey provides feedback to a team leader. It is appropriate as a support for development efforts. It would NOT be appropriate to use as part of their formal evaluation or bonuses. Such practices inevitably distort the data and lead to defensiveness rather than acceptance of the data. THE QUESTIONS: To what extent does {LEADER'S NAME} show the following qualities or skills in his/her actions and decisions? Able to shape a challenging vision, business plan, and strategic objectives Able to incorporate the inputs from team members to secure alignment and forward progress Exemplifies highest standards of ethics and integrity in relations with clients and co-workers Brings a wealth of understanding of technical and/or scientific issues Brings a wealth of understanding of our business, our customers, and our changing market Knows how to work within the company using influence and collaboration more than direct authority Communicates a clear set of priorities Able to plan and organize work activities in a way that motivates and directs significant outcomes Leads our team in a way that inspires me to give my best effort Brings together different resources and talents to generate superior results Models a strong commitment to excellence Builds an atmosphere of trust and openness within their team Supports the developmental efforts of team members through feedback, coaching, or challenging work assignments Demonstrates strong interpersonal communication skills Demonstrates strong problem solving skills Helps us move ahead when we have strong differences of opinion Balances thoughtful analysis with timely decision-making Able and willing to break a deadlock when team bogs down Ensures we have the products and services to keep our customers satisfied Holds people accountable for their commitments to the team Secures the involvement and commitment of the right players throughout the company to achieve our goals All things considered, how would you rate the quality of his/her team leadership? THE SCALE: The first block of questions uses the following scale: 1 Not at all 2 3 Somewhat 4 5 Mostly 6 7 To a great extent The last question uses the following scale: 1 Poor 2 3 OK 4 5 Good 6 7 Excellent THE OUTCOME MEASURE: There is an outcome measures embedded in this survey. By "outcome measure", we mean that it reflects the fundamental requirement for success. Outcome measures are typically not directly manipulatable, since they are the final consequence of other, more accessible, features of the team leader's behavior. For example, the "quality of the team's functioning" is an outcome measure, while the "thoroughness of exploring conflict" would be one of the potential contributors to that outcome. The level of this measure should be your primary concern. In the data analysis, there are options for determining which of the other items is the strongest contributor to the key outcome. OUTCOME: The "Quality of Team Leadership" is reflected in the following two questions: Leads our team in a way that inspires me to give my best effort All things considered, how would you rate the quality of his/her team leadership? In the data analysis they should be averaged together into a single measure, as long as they correlate with each other at +.60 or more. PAGE FORMATING: The simplest format is to put the questions into a two-column table, with the questions in Column A and the response scale in Column B. If you print the page landscape, you can usually get the entire survey on one page, leaving the front of the page for a cover letter, explanation of purpose, pledge of confidentiality, etc. An alternate format is to print the survey in a portrait format with the scale options underneath each question. DATA ENTRY AND ANALYSIS: If you are fluent in using any data analysis package, you probably understand how this data can be analyzed. If you a novice at survey analysis -- or simply don't want to be come a statistician in your spare time -- the best procedure is probably to enter the data into a spreadsheet. Use a row for each respondent, and columns for each variable. Any outcome measures will generate additional columns, which is the average of the component questions. If someone has no answer for a question, DO NOT enter zero; enter the equivalent for "NOT AVAILBLE" in your spreadsheet. Otherwise you will throw off any calculations of means and variances. When the data is entered, you should have a column of numbers for each variable. You can typically calculate the mean and variance for those columns in formulas at the bottom. The mean scores give you a sense for the level of a given issue. Scores lower than 4 typically represent areas for concern. Scan the variances for anything which is unusually high, such as 1.5 or more. These might reflect poor consensus on key issues, or perhaps a question that spawned numerous interpreptations. There is a special option for working with the outcome measures. If you calculate the correlation between the various questions and a given outcome measure, that will give you a rough estimate of how critical that question is in determining the outcome. If you are fluent in regression analysis, that could generate a more accurate estimate, but correlation is a good rough indicator. If the correlation for a given question is greater than +.60 you should consider that as a good candidate for a possible intervention. If you present the data back to a team, you might want to focus discussion on those questions with the highest correlations to the outcome measures. Those are the items with the highest leverage, even if their scores are not among the lowest.