Sally Sample

Transformational Leadership Questionnaire

24 Feb 2006

Survey Content © 2006 ConsultingTools, Ltd.

Data Collection and Reporting System Developed and Owned by ConsultingTools, Ltd.
 Strictly Confidential

This report contains feedback gathered from the following sources:

Participant 1
Manager 1
Colleagues 3
Staff 3
Customers 3
Total: 11
 Contents

General Points to Remember

The Rating Scale

Competency Overview Graphs

Question Overview Graphs

Competency Rater Overview

Detailed Information

Open Ended Answers

 General Points to Remember

Purpose Of 360º Feedback

Feedback is essential to progress. It provides you with accurate information about the
way you work with others.

Feedback can act both as a stimulus to change your behaviour, and as a catalyst to
facilitate change.

To accelerate your professional effectiveness, you need to be aware of the

consequences of your behaviour. If you are aware, you can decide whether or not the
consequences match your intentions.

360º Feedback enables you to increase your knowledge about your job role and
performance. For example: it can give you information about how people rate
current performance, what they expect of you and how important certain
behaviours are to your job.

Primary Objectives

To develop an awareness of your relative influence and effectiveness with others.

To develop a self-directed strategic plan for working more effectively with others.

By Enabling You To

Analyse and process your feedback.

Understand the consequences of your behaviour.

Identify what you could be doing differently to maximise your working relationships with
others by creating self-directed action plans.

Identify content areas for follow-up, skill-building, training and development.

24 Feb 2006 Sally Sample 1

 The Rating Scale

As a reminder, the scale that was used by respondents for the questionnaire is shown below:

Performance

5 Very effective
4 A strength
3 Competent
2 Needs development
1 Address urgently
U Unable to Comment

24 Feb 2006 Sally Sample 2

 Introduction to
Competency Overview Graphs

This demonstrates your overall scores against each of the main competency areas. These
scores are the average over all the respondents, including yourself.

Avs is the average score and corresponds with the bar length.

N shows the number of respondents who answered the question.

Ags shows the degree to which people agreed about your performance.
a number close to 0 means that there was little agreement between the different
respondents' ratings.
a number close to 1 shows a consensus of opinions from the different respondents.

NR means no responses.

AP means anonymity protection i.e., if fewer than a specified minimum number of people from
a particular group have responded, the score is not shown to protect anonymity.

24 Feb 2006 Sally Sample 3

 Competency Overview Graphs
Sally Sample

Painting a Vision Avs N Ags

Average 3.58 11 0.66
1 2 3 4 5

Intellectual Stimulation Avs N Ags

Average 3.56 11 0.61
1 2 3 4 5

Treating People as Individuals Avs N Ags

Average 3.51 11 0.62
1 2 3 4 5

Goal Setting Avs N Ags

Average 3.59 11 0.64
1 2 3 4 5

Performance Monitoring and Control Avs N Ags

Average 3.53 11 0.66
1 2 3 4 5

Providing Feedback Avs N Ags

Average 3.58 11 0.65
1 2 3 4 5

Career and Skill Development Avs N Ags

Average 3.56 11 0.67
1 2 3 4 5

Group Avs N Ags

Average 3.56 11 0.65
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 4

 Introduction to
Question Overview Graphs

This report shows how you have been rated at the Competency and Question level. These
scores are the average over all your respondents, including yourself. The responses are
represented by a set of bars on the left of the page and in numerical format in the columns on
the right.

Avs is the average score and corresponds with the bar length.

N shows the number of respondents who answered the question.

Ags shows the degree to which people agreed about your performance.
a number close to 0 means that there was little agreement between the different
respondents' ratings.
a number close to 1 shows a consensus of opinions from the different respondents.

NR means no responses.

AP means anonymity protection i.e., if fewer than a specified minimum number of people from
a particular group have responded, the score is not shown to protect anonymity.

The competencies and questions are shown in ranking order based on the respondent average.

24 Feb 2006 Sally Sample 5

 Question Overview Graphs
Sally Sample

Goal Setting Avs N Ags

Average 3.59 11 0.64
1 2 3 4 5

11. Organise resources to achieve goals Avs N Ags

Average 3.91 11 0.67
1 2 3 4 5

41. Perseveres towards goals despite problems Avs N Ags

Average 3.73 11 0.69
1 2 3 4 5

8. Achieves goals through realistic planning Avs N Ags

Average 3.73 11 0.63
1 2 3 4 5

3. Sets clear objectives Avs N Ags

Average 3.60 10 0.60
1 2 3 4 5

26. Is able to think beyond the immediate Avs N Ags

Average 3.55 11 0.67
1 2 3 4 5

38. Defines strategies for the team Avs N Ags

Average 3.36 11 0.68
1 2 3 4 5

17. Considers sufficient options before taking a decision Avs N Ags

Average 3.27 11 0.69
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 6

 Question Overview Graphs
Sally Sample

Providing Feedback Avs N Ags

Average 3.58 11 0.65
1 2 3 4 5

2. Asks questions to clarify what people are saying Avs N Ags

Average 3.73 11 0.57
1 2 3 4 5

37. Keeps people up-to-date on the progress of work and assignments Avs N Ags
Average 3.73 11 0.78
1 2 3 4 5

15. Is able to influence people outside their direct control Avs N Ags
Average 3.64 11 0.61
1 2 3 4 5

6. Provides performance feedback that people can accept Avs N Ags

Average 3.64 11 0.51
1 2 3 4 5

31. Answers questions specifically and to the point Avs N Ags

Average 3.55 11 0.75
1 2 3 4 5

29. Provides performance feedback that people can understand Avs N Ags
Average 3.55 11 0.75
1 2 3 4 5

39. Provides timely performance feedback Avs N Ags

Average 3.27 11 0.69
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 7

 Question Overview Graphs
Sally Sample

Painting a Vision Avs N Ags

Average 3.58 11 0.66
1 2 3 4 5

21. Creates a clear vision of the future Avs N Ags

Average 3.82 11 0.71
1 2 3 4 5

25. Inspires confidence in the value of his / her argument Avs N Ags
Average 3.73 11 0.69
1 2 3 4 5

12. Achieves buy-in to their vision Avs N Ags

Average 3.64 11 0.68
1 2 3 4 5

33. Sets an enviable example for others to follow Avs N Ags

Average 3.64 11 0.61
1 2 3 4 5

23. Demonstrates high personal standards Avs N Ags

Average 3.64 11 0.68
1 2 3 4 5

36. Motivates their team Avs N Ags

Average 3.45 11 0.67
1 2 3 4 5

43. Inspires people to follow the vision Avs N Ags

Average 3.18 11 0.71
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 8

 Question Overview Graphs
Sally Sample

Career and Skill Development Avs N Ags

Average 3.56 11 0.67
1 2 3 4 5

35. Treats mistakes as an opportunity for learning Avs N Ags

Average 3.82 11 0.64
1 2 3 4 5

49. Discusses people’s career aspirations with them Avs N Ags

Average 3.73 11 0.78
1 2 3 4 5

32. Encourages self development planning Avs N Ags

Average 3.73 11 0.78
1 2 3 4 5

9. Uses delegation as a development opportunity Avs N Ags

Average 3.55 11 0.67
1 2 3 4 5

24. Supports training initiatives Avs N Ags

Average 3.45 11 0.75
1 2 3 4 5

7. Coaches their people Avs N Ags

Average 3.45 11 0.55
1 2 3 4 5

18. Seeks to build effective teamworking Avs N Ags

Average 3.18 11 0.71
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 9

 Question Overview Graphs
Sally Sample

Intellectual Stimulation Avs N Ags

Average 3.56 11 0.61
1 2 3 4 5

4. Asks questions to test other’s thinking Avs N Ags

Average 3.91 11 0.50
1 2 3 4 5

27. Encourages others to challenge the status quo Avs N Ags

Average 3.64 11 0.76
1 2 3 4 5

14. Provides work or assignments that are stretching but achievable Avs N Ags
Average 3.64 11 0.61
1 2 3 4 5

1. Shows the ability to sell the benefits of new ideas Avs N Ags
Average 3.55 11 0.61
1 2 3 4 5

28. Encourages others to re-think their ideas Avs N Ags

Average 3.55 11 0.55
1 2 3 4 5

44. Quickly gains insight into problems Avs N Ags

Average 3.45 11 0.67
1 2 3 4 5

47. Encourages others to work to their best potential Avs N Ags

Average 3.18 11 0.71
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 10

 Question Overview Graphs
Sally Sample

Performance Monitoring and Control Avs N Ags

Average 3.53 11 0.66
1 2 3 4 5

20. Identifies problems in their early stages Avs N Ags

Average 3.82 11 0.58
1 2 3 4 5

13. Checks to ensure plans are on course Avs N Ags

Average 3.73 11 0.69
1 2 3 4 5

30. Uses other people’s time effectively Avs N Ags

Average 3.64 11 0.76
1 2 3 4 5

48. Reviews individual performance Avs N Ags

Average 3.55 11 0.75
1 2 3 4 5

46. Controls without interfering Avs N Ags

Average 3.45 11 0.67
1 2 3 4 5

45. Understand people’s strengths and weaknesses Avs N Ags

Average 3.27 11 0.69
1 2 3 4 5

34. Keeps their finger on the pulse Avs N Ags

Average 3.27 11 0.63
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 11

 Question Overview Graphs
Sally Sample

Treating People as Individuals Avs N Ags

Average 3.51 11 0.62
1 2 3 4 5

5. Treats people as unique individuals Avs N Ags

Average 3.90 10 0.65
1 2 3 4 5

22. Tries to understand the other person’s viewpoint Avs N Ags

Average 3.73 11 0.69
1 2 3 4 5

10. Builds co-operative relationships with immediate colleagues Avs N Ags

Average 3.64 11 0.61
1 2 3 4 5

42. Listens to others Avs N Ags

Average 3.45 11 0.67
1 2 3 4 5

19. Recognises the different capabilities of individuals Avs N Ags

Average 3.36 11 0.68
1 2 3 4 5

40. Changes their style and approach according to who they are dealing with Avs N Ags
Average 3.27 11 0.63
1 2 3 4 5

16. Tunes in to unspoken thoughts and feelings Avs N Ags

Average 3.27 11 0.57
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 12

 Introduction to
Competency Rater Overview

This report shows how you have been rated at the Competency level by each of the different
respondent (or rater) types. The responses are represented by a set of bars on the left of the
page (where the respondent type is shown within the bar in each case) and in numerical format
in the columns on the right. The last bar on each graph shows the average over all the
respondents, including yourself.

Avs is the average score and corresponds with the bar length.

N shows the number of respondents who answered the question.

Ags shows the degree to which people agreed about your performance.
a number close to 0 means that there was little agreement between the different
respondents' ratings.
a number close to 1 shows a consensus of opinions from the different respondents.

NR means no responses.

AP means anonymity protection i.e., if fewer than a specified minimum number of people from
a particular group have responded, the score is not shown to protect anonymity.

24 Feb 2006 Sally Sample 13

 Competency Rater Overview
Sally Sample

Painting a Vision Avs N Ags

Participant 3.00 1 1.00
Manager 4.00 1 0.47
Colleagues 3.67 3 0.68
Staff 3.62 3 0.71
Customers 3.52 3 0.71
Average 3.58 11 0.66
1 2 3 4 5

Intellectual Stimulation Avs N Ags

Participant 3.43 1 0.75
Manager 4.00 1 0.54
Colleagues 3.62 3 0.76
Staff 3.19 3 0.63
Customers 3.76 3 0.54
Average 3.56 11 0.61
1 2 3 4 5

Treating People as Individuals Avs N Ags

Participant 3.43 1 0.75
Manager 4.29 1 0.56
Colleagues 3.67 3 0.72
Staff 3.55 3 0.71
Customers 3.10 3 0.59
Average 3.51 11 0.62
1 2 3 4 5

Goal Setting Avs N Ags

Participant 3.43 1 0.75
Manager 4.14 1 0.68
Colleagues 3.67 3 0.68
Staff 3.55 3 0.67
Customers 3.43 3 0.60
Average 3.59 11 0.64
1 2 3 4 5

Performance Monitoring and Control Avs N Ags

Participant 3.29 1 0.77
Manager 3.57 1 0.41
Colleagues 3.71 3 0.69
Staff 3.57 3 0.75
Customers 3.38 3 0.67
Average 3.53 11 0.66
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 14

 Competency Rater Overview
Sally Sample

Providing Feedback Avs N Ags

Participant 3.43 1 0.75
Manager 3.86 1 0.58
Colleagues 3.76 3 0.79
Staff 3.52 3 0.63
Customers 3.43 3 0.58
Average 3.58 11 0.65
1 2 3 4 5

Career and Skill Development Avs N Ags

Participant 3.71 1 0.77
Manager 4.00 1 0.62
Colleagues 3.52 3 0.75
Staff 3.48 3 0.67
Customers 3.48 3 0.63
Average 3.56 11 0.67
1 2 3 4 5

Group Avs N Ags

Participant 3.39 1 0.76
Manager 3.98 1 0.53
Colleagues 3.66 3 0.72
Staff 3.50 3 0.67
Customers 3.44 3 0.60
Average 3.56 11 0.65
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 15

 Introduction to
Detailed Information

This report shows how you have been rated at the Competency and Question level by each of
the different respondent (or rater) types. The responses are represented by a set of bars on the
left of the page (where the respondent type is shown within the bar in each case) and in
numerical format in the columns on the right. The last bar on each graph shows the average
over all the respondents, including yourself.

Avs is the average score and corresponds with the bar length.

N shows the number of respondents who answered the question.

Ags shows the degree to which people agreed about your performance.
a number close to 0 means that there was little agreement between the different
respondents' ratings.
a number close to 1 shows a consensus of opinions from the different respondents.

NR means no responses.

AP means anonymity protection i.e., if fewer than a specified minimum number of people from
a particular group have responded, the score is not shown to protect anonymity.

Range Bars show the highest and lowest ratings received for a question or competency from a
given group.

The competencies and questions are shown in ranking order based on the respondent average.

24 Feb 2006 Sally Sample 16

 Detailed Information
Sally Sample

Goal Setting Avs N Ags

Participant 3.43 1 0.75
Manager 4.14 1 0.68
Colleagues 3.67 3 0.68
Staff 3.55 3 0.67
Customers 3.43 3 0.60
Average 3.59 11 0.64
1 2 3 4 5

11. Organise resources to achieve goals Avs N Ags

Participant 3.00 1 1.00
Manager 4.00 1 1.00
Colleagues 4.00 3 0.59
Staff 4.00 3 1.00
Customers 4.00 3 0.59
Average 3.91 11 0.67
1 2 3 4 5

41. Perseveres towards goals despite problems Avs N Ags

Participant 4.00 1 1.00
Manager 4.00 1 1.00
Colleagues 4.00 3 0.59
Staff 3.67 3 0.76
Customers 3.33 3 0.76
Average 3.73 11 0.69
1 2 3 4 5

8. Achieves goals through realistic planning Avs N Ags

Participant 4.00 1 1.00
Manager 5.00 1 1.00
Colleagues 4.00 3 1.00
Staff 3.67 3 0.76
Customers 3.00 3 0.59
Average 3.73 11 0.63
1 2 3 4 5

3. Sets clear objectives Avs N Ags

Participant 4.00 1 1.00
Manager 4.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.00 2 0.50
Customers 4.00 3 0.59
Average 3.60 10 0.60
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 17

 Detailed Information
Sally Sample

26. Is able to think beyond the immediate Avs N Ags

Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.33 3 0.76
Customers 3.67 3 0.76
Average 3.55 11 0.67
1 2 3 4 5

38. Defines strategies for the team Avs N Ags

Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.67 3 0.53
Customers 3.33 3 0.76
Average 3.36 11 0.68
1 2 3 4 5

17. Considers sufficient options before taking a decision Avs N Ags

Participant 3.00 1 1.00
Manager 4.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.33 3 0.76
Customers 2.67 3 0.76
Average 3.27 11 0.69
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 18

 Detailed Information
Sally Sample

Providing Feedback Avs N Ags

Participant 3.43 1 0.75
Manager 3.86 1 0.58
Colleagues 3.76 3 0.79
Staff 3.52 3 0.63
Customers 3.43 3 0.58
Average 3.58 11 0.65
1 2 3 4 5

2. Asks questions to clarify what people are saying Avs N Ags

Participant 4.00 1 1.00
Manager 4.00 1 1.00
Colleagues 4.00 3 1.00
Staff 3.33 3 0.38
Customers 3.67 3 0.53
Average 3.73 11 0.57
1 2 3 4 5

37. Keeps people up-to-date on the progress of work and assignments Avs N Ags
Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 3.67 3 0.76
Staff 4.00 3 1.00
Customers 4.00 3 1.00
Average 3.73 11 0.78
1 2 3 4 5

15. Is able to influence people outside their direct control Avs N Ags
Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.33 3 0.76
Customers 3.67 3 0.53
Average 3.64 11 0.61
1 2 3 4 5

6. Provides performance feedback that people can accept Avs N Ags

Participant 4.00 1 1.00
Manager 5.00 1 1.00
Colleagues 4.00 3 1.00
Staff 3.67 3 0.76
Customers 2.67 3 0.38
Average 3.64 11 0.51
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 19

 Detailed Information
Sally Sample

31. Answers questions specifically and to the point Avs N Ags

Participant 3.00 1 1.00
Manager 4.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.67 3 0.76
Customers 3.67 3 0.76
Average 3.55 11 0.75
1 2 3 4 5

29. Provides performance feedback that people can understand Avs N Ags
Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 4.00 3 1.00
Staff 3.67 3 0.76
Customers 3.33 3 0.76
Average 3.55 11 0.75
1 2 3 4 5

39. Provides timely performance feedback Avs N Ags

Participant 4.00 1 1.00
Manager 3.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.00 3 0.59
Customers 3.00 3 1.00
Average 3.27 11 0.69
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 20

 Detailed Information
Sally Sample

Painting a Vision Avs N Ags

Participant 3.00 1 1.00
Manager 4.00 1 0.47
Colleagues 3.67 3 0.68
Staff 3.62 3 0.71
Customers 3.52 3 0.71
Average 3.58 11 0.66
1 2 3 4 5

21. Creates a clear vision of the future Avs N Ags

Participant 3.00 1 1.00
Manager 4.00 1 1.00
Colleagues 3.67 3 0.76
Staff 4.00 3 0.59
Customers 4.00 3 1.00
Average 3.82 11 0.71
1 2 3 4 5

25. Inspires confidence in the value of his / her argument Avs N Ags
Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 4.00 3 1.00
Staff 3.67 3 0.76
Customers 3.33 3 0.76
Average 3.73 11 0.69
1 2 3 4 5

12. Achieves buy-in to their vision Avs N Ags

Participant 3.00 1 1.00
Manager 4.00 1 1.00
Colleagues 4.00 3 0.59
Staff 4.00 3 1.00
Customers 3.00 3 1.00
Average 3.64 11 0.68
1 2 3 4 5

33. Sets an enviable example for others to follow Avs N Ags

Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.33 3 0.53
Staff 3.33 3 0.76
Customers 4.00 3 1.00
Average 3.64 11 0.61
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 21

 Detailed Information
Sally Sample

23. Demonstrates high personal standards Avs N Ags

Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.67 3 0.76
Staff 4.00 3 1.00
Customers 3.00 3 1.00
Average 3.64 11 0.68
1 2 3 4 5

36. Motivates their team Avs N Ags

Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.33 3 0.76
Customers 4.00 3 0.59
Average 3.45 11 0.67
1 2 3 4 5

43. Inspires people to follow the vision Avs N Ags

Participant 3.00 1 1.00
Manager 2.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.00 3 1.00
Customers 3.33 3 0.76
Average 3.18 11 0.71
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 22

 Detailed Information
Sally Sample

Career and Skill Development Avs N Ags

Participant 3.71 1 0.77
Manager 4.00 1 0.62
Colleagues 3.52 3 0.75
Staff 3.48 3 0.67
Customers 3.48 3 0.63
Average 3.56 11 0.67
1 2 3 4 5

35. Treats mistakes as an opportunity for learning Avs N Ags

Participant 4.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.00 3 1.00
Staff 3.67 3 0.76
Customers 4.33 3 0.76
Average 3.82 11 0.64
1 2 3 4 5

49. Discusses people’s career aspirations with them Avs N Ags

Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 4.00 3 1.00
Staff 4.00 3 1.00
Customers 3.67 3 0.76
Average 3.73 11 0.78
1 2 3 4 5

32. Encourages self development planning Avs N Ags

Participant 4.00 1 1.00
Manager 4.00 1 1.00
Colleagues 4.00 3 1.00
Staff 3.67 3 0.76
Customers 3.33 3 0.76
Average 3.73 11 0.78
1 2 3 4 5

9. Uses delegation as a development opportunity Avs N Ags

Participant 4.00 1 1.00
Manager 4.00 1 1.00
Colleagues 3.33 3 0.76
Staff 4.00 3 1.00
Customers 3.00 3 0.59
Average 3.55 11 0.67
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 23

 Detailed Information
Sally Sample

24. Supports training initiatives Avs N Ags

Participant 3.00 1 1.00
Manager 4.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.33 3 0.76
Customers 3.67 3 0.76
Average 3.45 11 0.75
1 2 3 4 5

7. Coaches their people Avs N Ags

Participant 4.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.00 3 0.59
Customers 3.00 3 0.59
Average 3.45 11 0.55
1 2 3 4 5

18. Seeks to build effective teamworking Avs N Ags

Participant 4.00 1 1.00
Manager 3.00 1 1.00
Colleagues 3.33 3 0.76
Staff 2.67 3 0.76
Customers 3.33 3 0.76
Average 3.18 11 0.71
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 24

 Detailed Information
Sally Sample

Intellectual Stimulation Avs N Ags

Participant 3.43 1 0.75
Manager 4.00 1 0.54
Colleagues 3.62 3 0.76
Staff 3.19 3 0.63
Customers 3.76 3 0.54
Average 3.56 11 0.61
1 2 3 4 5

4. Asks questions to test other’s thinking Avs N Ags

Participant 4.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.33 3 0.38
Customers 4.33 3 0.53
Average 3.91 11 0.50
1 2 3 4 5

27. Encourages others to challenge the status quo Avs N Ags

Participant 4.00 1 1.00
Manager 3.00 1 1.00
Colleagues 4.00 3 1.00
Staff 3.33 3 0.76
Customers 3.67 3 0.76
Average 3.64 11 0.76
1 2 3 4 5

14. Provides work or assignments that are stretching but achievable Avs N Ags
Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.33 3 0.76
Customers 3.67 3 0.53
Average 3.64 11 0.61
1 2 3 4 5

1. Shows the ability to sell the benefits of new ideas Avs N Ags
Participant 4.00 1 1.00
Manager 4.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.00 3 0.59
Customers 3.67 3 0.53
Average 3.55 11 0.61
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 25

 Detailed Information
Sally Sample

28. Encourages others to re-think their ideas Avs N Ags

Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.00 3 0.59
Customers 4.67 3 0.76
Average 3.55 11 0.55
1 2 3 4 5

44. Quickly gains insight into problems Avs N Ags

Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.00 3 1.00
Customers 3.67 3 0.76
Average 3.45 11 0.67
1 2 3 4 5

47. Encourages others to work to their best potential Avs N Ags

Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.33 3 0.76
Customers 2.67 3 0.76
Average 3.18 11 0.71
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 26

 Detailed Information
Sally Sample

Performance Monitoring and Control Avs N Ags

Participant 3.29 1 0.77
Manager 3.57 1 0.41
Colleagues 3.71 3 0.69
Staff 3.57 3 0.75
Customers 3.38 3 0.67
Average 3.53 11 0.66
1 2 3 4 5

20. Identifies problems in their early stages Avs N Ags

Participant 4.00 1 1.00
Manager 5.00 1 1.00
Colleagues 4.33 3 0.76
Staff 3.67 3 0.76
Customers 3.00 3 0.59
Average 3.82 11 0.58
1 2 3 4 5

13. Checks to ensure plans are on course Avs N Ags

Participant 3.00 1 1.00
Manager 4.00 1 1.00
Colleagues 4.00 3 0.59
Staff 4.00 3 1.00
Customers 3.33 3 0.76
Average 3.73 11 0.69
1 2 3 4 5

30. Uses other people’s time effectively Avs N Ags

Participant 4.00 1 1.00
Manager 4.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.67 3 0.76
Customers 3.33 3 0.76
Average 3.64 11 0.76
1 2 3 4 5

48. Reviews individual performance Avs N Ags

Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.67 3 0.76
Customers 3.67 3 0.76
Average 3.55 11 0.75
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 27

 Detailed Information
Sally Sample

46. Controls without interfering Avs N Ags

Participant 3.00 1 1.00
Manager 2.00 1 1.00
Colleagues 4.00 3 1.00
Staff 3.67 3 0.76
Customers 3.33 3 0.76
Average 3.45 11 0.67
1 2 3 4 5

45. Understand people’s strengths and weaknesses Avs N Ags

Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.00 3 1.00
Staff 3.00 3 1.00
Customers 3.33 3 0.76
Average 3.27 11 0.69
1 2 3 4 5

34. Keeps their finger on the pulse Avs N Ags

Participant 3.00 1 1.00
Manager 2.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.33 3 0.76
Customers 3.67 3 0.53
Average 3.27 11 0.63
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 28

 Detailed Information
Sally Sample

Treating People as Individuals Avs N Ags

Participant 3.43 1 0.75
Manager 4.29 1 0.56
Colleagues 3.67 3 0.72
Staff 3.55 3 0.71
Customers 3.10 3 0.59
Average 3.51 11 0.62
1 2 3 4 5

5. Treats people as unique individuals Avs N Ags

Participant 4.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.50 2 0.75
Customers 4.00 3 0.59
Average 3.90 10 0.65
1 2 3 4 5

22. Tries to understand the other person’s viewpoint Avs N Ags

Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.67 3 0.76
Customers 3.67 3 0.76
Average 3.73 11 0.69
1 2 3 4 5

10. Builds co-operative relationships with immediate colleagues Avs N Ags

Participant 4.00 1 1.00
Manager 4.00 1 1.00
Colleagues 4.00 3 1.00
Staff 4.00 3 0.59
Customers 2.67 3 0.76
Average 3.64 11 0.61
1 2 3 4 5

42. Listens to others Avs N Ags

Participant 3.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.33 3 0.76
Customers 3.33 3 0.76
Average 3.45 11 0.67
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 29

 Detailed Information
Sally Sample

19. Recognises the different capabilities of individuals Avs N Ags

Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 4.00 3 0.59
Staff 3.33 3 0.76
Customers 3.00 3 1.00
Average 3.36 11 0.68
1 2 3 4 5

40. Changes their style and approach according to who they are dealing with Avs N Ags
Participant 3.00 1 1.00
Manager 3.00 1 1.00
Colleagues 3.67 3 0.76
Staff 3.67 3 0.76
Customers 2.67 3 0.53
Average 3.27 11 0.63
1 2 3 4 5

16. Tunes in to unspoken thoughts and feelings Avs N Ags

Participant 4.00 1 1.00
Manager 5.00 1 1.00
Colleagues 3.33 3 0.76
Staff 3.33 3 0.76
Customers 2.33 3 0.76
Average 3.27 11 0.57
1 2 3 4 5

Avs - Average Score N - Number of Responses Ags - Agreement Score NR - No Reponse

AP - Anonymity Protected

24 Feb 2006 Sally Sample 30

 Introduction to
Open Ended Comments Summary

You and your respondents also had the opportunity to write comments on your performance.

These comments have been quoted verbatim.

24 Feb 2006 Sally Sample 31

 Open Ended Comments Summary

What do I admire most about this person's work?

Participant:
Accurate and precise

Manager:
Attention to detail

Colleagues:
Etc

Sample data

24 Feb 2006 Sally Sample 32

 Open Ended Comments Summary

What aspects of this person’s performance would you most like to

change?

Participant:
Nothing

Colleagues:
Etc etc

Sample data

24 Feb 2006 Sally Sample 33