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Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
1
Leadership Assessment Survey
Amy Anderson
05/09/2012Date:
This material is to be used for developmental purposes only. Any career or job discussions mustbe based upon a thorough investigation of one's experience, education, aptitude, positionrequirements and career opportunities, coupled with one's personal circumstances.
© Copyright 1998−2000 CCI Assessment Group.
An affiliate of Cipolla Companies, Inc.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Self data is not included under 'Areas of Strength' nor 'Areas for Development'.
Background Information
The feedback in the Profile is intended as a developmental tool. Normally, this tool would be used to create a personalized developmental plan to enhance the personal and professional growth of all employees within your organization.
The report was prepared with a total of 8 respondents, including Self(1), Boss(1), Peer(3), Staff(3)
Areas of Strength
Overall Results
4. Present ideas or information in a well organized manner. 6. Communicating
6. Allow you to finish what you have to say. 6. Communicating
8. Take prompt action when unexpected opportunities arise. 1. Initiative and Risk Taking
90. Exercise confidentiality when dealing with sensitive issues.
2. Personal Integrity
1. Demonstrate a consistent commitment to quality. 4. Quality of Results
2. Express ideas clearly. 6. Communicating
Areas for Development
Overall, these are the top 6 behaviors or practices identified by at least 50% of the respondent groups. Behaviors with the greatest strength are listed first and are linked to their corresponding skill. Build on these strengths.
No behaviors were rated as needing development for this subject.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Peer (N = 3)
2. Personal Integrity
6. Communicating
5. Empowerment
9. Coaching
Staff (N = 3)
4. Quality of Results
5. Empowerment
6. Communicating
7. Delegating
Self (N = 1)
10. Planning and Goal Setting
11. Problem Solving and Decision Making
1. Initiative and Risk Taking
9. Coaching
Boss (N = 1)
6. Communicating
4. Quality of Results
1. Initiative and Risk Taking
2. Personal Integrity
By Respondent Group
Self data is not included under 'By Frequency of Occurrence'. The number in parentheses is the number of respondent groups that identified this skill as one of the more important skills.
Overall Importance Ratings
By Frequency of Occurrence
4. Quality of Results (2)
5. Empowerment (2)
6. Communicating (3)
2. Personal Integrity (2)
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Self data is not included. Skills are listed by priority (ties are included). Behaviors with the greatest strength are listed first within their skill area. An (*) indicates the skill area was identified as one of the more important skills by at least 2 of the respondent groups. Boxed and shaded items mean that 50% or more of the respondent groups identified that behavior.
4. Quality of Results (3 of 3)
Look for ways to improve the quality of his/her work efforts.58.
Perform work that exceeds expectations.88.
Set high standards for her/his own work performance.50.
Demonstrate a consistent commitment to quality.1.
Work hard to satisfy customer requirements.42.
* 1. Initiative and Risk Taking (3 of 3)
Willingly take an unpopular stand.44.
Promote her/his new ideas to you.82.
Demonstrate a willingness to take the lead.87.
Display energy and drive to accomplish personal or work goals.43.
Take prompt action when unexpected opportunities arise.8.
Accept responsibility for her/his mistakes.36.
Persevere despite organizational obstacles.38.
* 2. Personal Integrity (3 of 3)
Exercise confidentiality when dealing with sensitive issues.90.
Deal with you/others in a fair and consistent manner.94.
Build trust by openly sharing information.96.
Support the decisions you make.51.
Follow through on agreed to actions.65.
Act in an honest and up front manner.75.
3. Vision (3 of 3)
Keep people focused on future possibilities, rather than past accomplishments.78.
Communicate her/his vision in a way that inspires others.91.
Describe a sense of purpose for your organization.68.
Encourage you/others to work toward what your work group could become.48.
Align you/others toward a shared vision or ideal.52.
Strengths by Frequency of Occurrence
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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* 6. Communicating (3 of 3)
Write in a clear and concise style.46.
Ask questions to learn more about (or to clarify) what you're saying.28.
Display an interest in you while you're speaking.63.
Appear to be approachable and easy to talk with.72.
Present ideas or information in a persuasive manner.69.
Present ideas or information in a well organized manner.4.
Express ideas clearly.2.
Allow you to finish what you have to say.6.
Demonstrate that you've been heard and understood.21.
Answer questions specifically and to the point.15.
5. Empowerment (3 of 3)
Allow you/others to initiate actions.74.
Involve you/others in up front planning on key projects.77.
Provide critical information for you/others to do your job.92.
Promote cooperation and collaboration within the work group.61.
Give you/others visibility on key projects, tasks.10.
Allow you to use your judgment when making decisions.11.
Encourage you to challenge the system.54.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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An (*) indicates the skill area was identified as first or second in importance by a respondent group. Items are listed when the averagegap size is 0.00 − 0.49. A maximum of six skills are listed for each respondent group. Behaviors with the greatest strength are listedfirst within their skill area.
Peer (N = 3)
4. Quality of Results 1, 42, 50, 58, 88
5. Empowerment 10, 11, 54, 61, 74, 77, 92
6. Communicating 2, 4, 6, 15, 21, 28, 63, 69, 72
1. Initiative and Risk Taking 8, 38, 43, 44, 82, 87
2. Personal Integrity 51, 65, 75, 90, 94, 96
3. Vision 48, 52, 68, 78, 91
Staff (N = 3)
4. Quality of Results 1, 42, 50, 58, 88
5. Empowerment 10, 11, 54, 61, 74, 77, 92
* 6. Communicating 2, 4, 6, 15, 21, 28, 46, 63, 69, 72
1. Initiative and Risk Taking 8, 38, 43, 44, 82, 87
2. Personal Integrity 51, 65, 75, 94, 96, 90
3. Vision 48, 52, 68, 78, 91
Boss (N = 1)
* 4. Quality of Results 42, 50
5. Empowerment 10, 11, 54, 61, 77
* 6. Communicating 2, 4, 6, 21, 46, 63, 69, 72
* 1. Initiative and Risk Taking 8, 36, 43, 87
* 2. Personal Integrity 51, 65, 94, 96
3. Vision 52, 68, 78
Strengths by Respondent Group
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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* 11. Problem Solving and Decision Making (1 of 3)
Identify problems in their early stages.93.
Make decisions that reflect good financial judgment.86.
15. Team Work (1 of 3)
Explain how each person's performance impacts the work of others.18.
9. Coaching (1 of 3)
Take time to help develop your/others' effectiveness.14.
4. Quality of Results (1 of 3)
Look for ways to improve the quality of his/her work efforts.58.
Demonstrate a consistent commitment to quality.1.
8. Motivating (1 of 3)
Set an appropriate example for others to follow.13.
Self data is not included. Skills are listed by priority (ties are included). Behaviors with the greatest strength are listed first within their skill area. An (*) indicates the skill area was identified as one of the more important skills by at least 2 of the respondent groups. Boxed and shaded items mean that 50% or more of the respondent groups identified that behavior.
Developmental Needs by Frequency of Occurrence
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Boss (N = 1)
* 11. Problem Solving and Decision Making 86, 93
15. Team Work 18
9. Coaching 14
* 4. Quality of Results 1, 58
8. Motivating 13
An (*) indicates the skill area was identified as first or second in importance by a respondent group. Items are listed when the averagegap size is 1.00− 4.00 and the number of responders is 3 or more, or the average gap size is 2.00 − 4.00 and the number ofrespondents is 1 or 2. A maximum of six skills are listed for each respondent group. Behaviors with the greatest developmental needare listed first within their skill area.
Developmental Needs by Respondent Group
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Overall Average
3.29 1 4 1 1 7 7
Staff 3.67 2 1 3 3
Peer 2.67 1 2 3 3
Boss * 4.00 1 1 1 *
Self 2.00 1 1 1
4. Quality of Results
Overall Average
3.14 2 3 1 1 7 7
Staff 3.33 1 1 1 3 3
Peer 3.00 1 1 1 3 3
Boss 3.00 1 1 1
Self 3.00 1 1 1
3. Vision
Overall Average
3.57 4 2 1 7 7
Staff 3.33 2 1 3 3
Peer 3.33 2 1 3 3
Boss 5.00 1 1 1 *
Self 4.00 1 1 1 *
2. Personal Integrity
Overall Average
3.29 1 4 1 1 7 7
Staff * 3.00 3 3 3
Peer * 3.00 1 1 1 3 3
Boss 5.00 1 1 1 *
Self 5.00 1 1 1 *
1. Initiative and Risk Taking
Self data is not included in the Overall Average. (·) indicates a difference of two or more between the ratings assigned by Selfand the respondent group. Follow up to discuss and clarify the difference in ratings. Response Scale:
1,2=Not or Somewhat Important 3=Important 4,5=Very or Extremely Important
Analysis by Importance Ratings
1 . 2 . 3 . 4 . 5 1 2 3 4 5 V T 1 2
ResponseDistribution
Validvs.Total
Priority
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Overall Average
3.43 1 3 2 1 7 7
Staff 3.67 1 1 1 3 3
Peer 3.33 2 1 3 3
Boss 3.00 1 1 1
Self 4.00 1 1 1 *
8. Motivating
Overall Average
3.43 1 2 4 7 7
Staff 4.00 3 3 3 *
Peer 3.00 1 1 1 3 3
Boss 3.00 1 1 1
Self 3.00 1 1 1
7. Delegating
Overall Average
3.86 3 2 2 7 7
Staff * 4.00 1 1 1 3 3 *
Peer 3.33 2 1 3 3
Boss * 5.00 1 1 1 *
Self 2.00 1 1 1
6. Communicating
Overall Average
* 3.57 1 2 3 1 7 7
Staff * 3.67 1 1 1 3 3
Peer * 3.67 1 2 3 3
Boss * 3.00 1 1 1
Self 1.00 1 1 1
5. Empowerment
Self data is not included in the Overall Average. (·) indicates a difference of two or more between the ratings assigned by Selfand the respondent group. Follow up to discuss and clarify the difference in ratings. Response Scale:
1,2=Not or Somewhat Important 3=Important 4,5=Very or Extremely Important
Analysis by Importance Ratings
1 . 2 . 3 . 4 . 5 1 2 3 4 5 V T 1 2
ResponseDistribution
Validvs.Total
Priority
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Overall Average
* 3.00 1 5 1 7 7
Staff * 2.67 1 2 3 3
Peer * 3.00 3 3 3
Boss 4.00 1 1 1 *
Self 5.00 1 1 1 *
12. Creativity and Innovation
Overall Average
* 3.00 1 5 1 7 7
Staff * 2.67 1 2 3 3
Peer * 3.00 3 3 3
Boss 4.00 1 1 1 *
Self 5.00 1 1 1 *
11. Problem Solving and Decision Making
Overall Average
3.14 1 4 2 7 7
Staff * 2.67 1 2 3 3
Peer 3.33 2 1 3 3
Boss 4.00 1 1 1 *
Self 5.00 1 1 1 *
10. Planning and Goal Setting
Overall Average
3.29 1 3 3 7 7
Staff * 3.00 1 1 1 3 3
Peer 3.67 1 2 3 3
Boss * 3.00 1 1 1
Self 5.00 1 1 1 *
9. Coaching
Self data is not included in the Overall Average. (·) indicates a difference of two or more between the ratings assigned by Selfand the respondent group. Follow up to discuss and clarify the difference in ratings. Response Scale:
1,2=Not or Somewhat Important 3=Important 4,5=Very or Extremely Important
Analysis by Importance Ratings
1 . 2 . 3 . 4 . 5 1 2 3 4 5 V T 1 2
ResponseDistribution
Validvs.Total
Priority
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Overall Average
3.00 1 5 1 7 7
Staff 3.33 2 1 3 3
Peer 3.00 3 3 3
Boss 2.00 1 1 1
Self 2.00 1 1 1
16. Mentoring
Overall Average
3.00 7 7 7
Staff 3.00 3 3 3
Peer 3.00 3 3 3
Boss 3.00 1 1 1
Self 3.00 1 1 1
15. Team Work
Overall Average
2.71 2 5 7 7
Staff 3.00 3 3 3
Peer 2.67 1 2 3 3
Boss 2.00 1 1 1
Self 2.00 1 1 1
14. Diversity
Overall Average
* 2.71 2 5 7 7
Staff * 3.00 3 3 3
Peer * 2.67 1 2 3 3
Boss * 2.00 1 1 1
Self 5.00 1 1 1 *
13. Technical Competency
Self data is not included in the Overall Average. (·) indicates a difference of two or more between the ratings assigned by Selfand the respondent group. Follow up to discuss and clarify the difference in ratings. Response Scale:
1,2=Not or Somewhat Important 3=Important 4,5=Very or Extremely Important
Analysis by Importance Ratings
1 . 2 . 3 . 4 . 5 1 2 3 4 5 V T 1 2
ResponseDistribution
Validvs.Total
Priority
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Boss 1 1.00 1 **
44. Willingly take an unpopular stand.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
43. Display energy and drive to accomplish personal or work goals.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
38. Persevere despite organizational obstacles.
Overall Average 7 2.29 1 2 4 6 Decrease
Peer 3 3.00 3 3 Decrease
Staff 3 2.33 2 1 3 Decrease
Boss 1 0.00 1 ****
36. Accept responsibility for her/his mistakes.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
8. Take prompt action when unexpected opportunities arise.
1. Initiative and Risk Taking
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Peer 21 0.43 18 3 3 ****
Staff 21 0.33 18 2 1 3 ****
Boss 7 0.43 4 3 ****
Skill Overall Average
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
87. Demonstrate a willingness to take the lead.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
82. Promote her/his new ideas to you.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
1. Initiative and Risk Taking
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
94. Deal with you/others in a fair and consistent manner.
Overall Average 7 0.29 5 2 ****
Peer 3 0.00 3 ****
Staff 3 0.33 2 1 ****
Boss 1 1.00 1 **
90. Exercise confidentiality when dealing with sensitive issues.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
75. Act in an honest and up front manner.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
65. Follow through on agreed to actions.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
51. Support the decisions you make.
2. Personal Integrity
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Peer 18 0.00 18 ****
Staff 18 0.06 17 1 ****
Boss 6 0.33 4 2 ****
Skill Overall Average
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
96. Build trust by openly sharing information.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
2. Personal Integrity
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Staff 3 0.00 3 ****
Boss 1 1.00 1 **
91. Communicate her/his vision in a way that inspires others.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
78. Keep people focused on future possibilities, rather than past accomplishments.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
68. Describe a sense of purpose for your organization.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
52. Align you/others toward a shared vision or ideal.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
48. Encourage you/others to work toward what your work group could become.
3. Vision
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Peer 15 0.00 15 ****
Staff 15 0.00 15 ****
Boss 5 0.40 3 2 ****
Skill Overall Average
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
3. Vision
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Staff 3 0.00 3 ****
Boss 1 1.00 1 **
88. Perform work that exceeds expectations.
Overall Average 7 0.29 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 2.00 1 Increase
58. Look for ways to improve the quality of his/her work efforts.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
50. Set high standards for her/his own work performance.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
42. Work hard to satisfy customer requirements.
Overall Average 7 0.29 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 2.00 1 Increase
1. Demonstrate a consistent commitment to quality.
4. Quality of Results
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Peer 15 0.00 15 ****
Staff 15 0.00 15 ****
Boss 5 1.00 2 1 2 Increase
Skill Overall Average
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
4. Quality of Results
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Staff 3 0.00 3 ****
Boss 1 1.00 1 **
74. Allow you/others to initiate actions.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
61. Promote cooperation and collaboration within the work group.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
54. Encourage you to challenge the system.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
11. Allow you to use your judgment when making decisions.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
10. Give you/others visibility on key projects, tasks.
5. Empowerment
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Peer 21 0.00 21 ****
Staff 21 0.00 21 ****
Boss 7 0.29 5 2 ****
Skill Overall Average
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
92. Provide critical information for you/others to do your job.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
77. Involve you/others in up front planning on key projects.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
5. Empowerment
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
21. Demonstrate that you've been heard and understood.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
15. Answer questions specifically and to the point.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
6. Allow you to finish what you have to say.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
4. Present ideas or information in a well organized manner.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
2. Express ideas clearly.
6. Communicating
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
69. Present ideas or information in a persuasive manner.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
63. Display an interest in you while you're speaking.
Overall Average 4 0.00 4 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
46. Write in a clear and concise style.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
28. Ask questions to learn more about (or to clarify) what you're saying.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
6. Communicating
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
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Peer 27 0.00 27 ****
Staff 30 0.00 30 ****
Boss 10 0.20 8 2 ****
Skill Overall Average
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
72. Appear to be approachable and easy to talk with.
6. Communicating
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
26
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
56. Assign responsibilities that match individual capabilities.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
53. Let people know what is expected of them before they begin a task.
Overall Average 4 1.75 1 2 1 3 Decrease
Staff 3 2.33 2 1 3 Decrease
Boss 1 0.00 1 ****
34. Provide people with the training to do their job.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
32. Provide diverse responsibilities to develop new skills in you/others.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
27. Demonstrate patience when explaining new assignments.
7. Delegating
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
27
Peer 15 0.00 15 ****
Staff 18 0.39 15 2 1 3 ****
Boss 6 0.33 4 2 ****
Skill Overall Average
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
85. Identify, up front, how your/others' performance will be measured.
Overall Average 7 0.14 6 1 ****
7. Delegating
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
28
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
71. Recognize your creative ideas.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
41. Demonstrate confidence in your abilities by providing challenging assignments.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
40. Praise you for a specific job well done.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
16. Provide you/others with a sense of belonging to the work group.
Overall Average 7 0.29 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 2.00 1 Increase
13. Set an appropriate example for others to follow.
8. Motivating
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
29
Peer 18 0.00 18 ****
Staff 18 0.00 18 ****
Boss 6 0.50 4 1 1 **
Skill Overall Average
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
89. Recognize you/others for high quality performance.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
8. Motivating
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
30
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
80. Provide feedback when work does not meet her/his expectations.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
35. Maintain a performance evaluation system for you/others.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
29. Provide feedback in a constructive manner.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
24. Treat mistakes as learning experiences.
Overall Average 7 0.29 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 2.00 1 Increase
14. Take time to help develop your/others' effectiveness.
9. Coaching
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
31
Peer 15 0.00 15 ****
Staff 15 0.00 15 ****
Boss 5 0.60 3 1 1 **
Skill Overall Average
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
9. Coaching
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
32
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
66. Establish clear work priorities for tasks, projects.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
59. Use his/her time effectively.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
57. Set measurable objectives for you/others.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
33. Develop realistic plans for reaching goals.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
26. Complete work within an agreed upon time frame.
10. Planning and Goal Setting
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
33
Peer 18 0.00 18 ****
Staff 18 0.00 18 ****
Boss 6 0.33 4 2 ****
Skill Overall Average
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
73. Provide you/others with realistic time lines for projects.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
10. Planning and Goal Setting
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
34
Staff 3 0.00 3 ****
Boss 1 2.00 1 Increase
86. Make decisions that reflect good financial judgment.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
64. Respond promptly when unexpected problems arise.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
62. Generate alternative solutions when resolving problems.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
55. Involve you/others in the problem solving process.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
22. Quickly gain insights to complex problems.
11. Problem Solving and Decision Making
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
35
Peer 18 0.00 18 ****
Staff 18 0.00 18 ****
Boss 6 0.83 3 1 2 **
Skill Overall Average
Overall Average 7 0.29 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 2.00 1 Increase
93. Identify problems in their early stages.
Overall Average 7 0.29 6 1 ****
Peer 3 0.00 3 ****
11. Problem Solving and Decision Making
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
36
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
95. Engage in idea generating or what if discussions with you.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.33 2 1 ****
Boss 1 0.00 1 ****
79. Develop new applications or procedures for existing products or services.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
67. Adapt to new ways of doing things.
Overall Average 4 0.00 4 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
60. Challenge current thinking for the way we've always done it.
Overall Average 4 0.25 3 1 ****
Peer 3 0.00 3 ****
Boss 1 1.00 1 **
17. Encourage you to be creative in your work efforts.
12. Creativity and Innovation
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
37
Peer 12 0.00 12 ****
Staff 12 0.08 11 1 ****
Boss 5 0.20 4 1 ****
Skill Overall Average
12. Creativity and Innovation
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
38
Peer 12 0.00 12 ****
Staff 9 0.00 9 ****
Boss 4 0.50 2 2 **
Skill Overall Average
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
83. Discuss technical matters so you can understand them.
Overall Average 4 0.25 3 1 ****
Peer 3 0.00 3 ****
Boss 1 1.00 1 **
30. Keep up to date with industry trends and developments.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
20. Demonstrate technical competence when working with you/others.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
19. Display confidence in her/his own technical abilities.
13. Technical Competency
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
39
13. Technical Competency
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
40
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
31. Express his/her point of view in a tactful way.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
23. Demonstrate a willingness to be flexible and open minded.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
12. Accept differences of opinion.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
9. Negotiate differences of opinion openly and fairly.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
5. Make the effort to work cooperatively with others.
14. Diversity
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
41
Peer 21 0.00 21 ****
Staff 21 0.00 21 ****
Boss 7 0.14 6 1 ****
Skill Overall Average
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
76. Remain calm when confronted with different points of view.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
49. Bring together people with varied talents, perspectives to resolve work group problems.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
14. Diversity
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
42
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
47. Coordinate work priorities with you/others.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
39. Know the capabilities of each group member.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
25. Capitalize on your personal strengths when leading group projects.
Overall Average 7 0.29 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 2.00 1 Increase
18. Explain how each person's performance impacts the work of others.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
7. Share credit and recognition for accomplishments with others.
15. Team Work
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
43
Peer 15 0.00 15 ****
Staff 18 0.00 18 ****
Boss 6 0.83 2 3 1 **
Skill Overall Average
Overall Average 4 0.25 3 1 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
84. Work across functional groups to achieve company goals.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
15. Team Work
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
44
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
81. Provide suggestions for your personal and professional development.
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 0.00 1 ****
70. Share relevant personal insights or experiences with you.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
45. Increase level of responsibilities to prepare you/others for a higher level position.
Overall Average 7 0.14 6 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 **
37. Identify career opportunities for you/others in the organization.
Overall Average 7 0.14 6 1 1 ****
Peer 3 0.00 3 ****
Staff 3 0.00 3 ****
Boss 1 1.00 1 1 **
3. Share technical expertise with you/others.
16. Mentoring
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
Leadership Assessment Survey - Amy Anderson - May 9 2012 7:04AM
45
Peer 15 0.00 15 ****
Staff 15 0.00 15 ****
Boss 5 0.60 2 3 1 Clarify
Skill Overall Average
Overall Average 7 0.00 7 ****
Peer 3 0.00 3 ****
16. Mentoring
To what extent does Amy... Average Gap Size Number of Gaps
N AGS 1 . 2 . 3 . 4 . 5 0 1 2 3 4 Less Plan
Analysis by BehaviorSelf data is not included in the Overall Average. Scale: 1=Almost Never, 2=Sometimes, 3=Generally, 4=Almost Always, 5=Always.AGS=Average Gap Size. RAP (Recommended Action Plan): (*) identifies areas of strength. The number of (*)'s indicates the level ofstrength. Increase = do more of that behavior. Decrease = do less. Clarify = area of disagreement. Follow up to discuss theirexpectations.
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