Good vs Great Management

Self-assessment questionnaire for managers.

Steps
17
Last edited
Apr 19, 2023
Created by
Nova

About this process

Self-assessment questionnaire for managers. You can use this tool to evaluate your performance. Its purpose is not to judge, but rather to help you realize that sometimes as leaders, we tend to take on too much responsibility. By using this tool, you can visualize how you have improved over time and develop an action plan to become the leader you aspire to be. To free up more time to focus on your team, you may need to hire someone to assist with administrative work or a project. Alternatively, if you prefer to be more involved in projects and less in managing team members and creating resources, you can request a transfer. Anything below a score of 9 - indicating an underperforming manager. Signs of disengagement, burnout, and demotivation are likely to be seen in their team members.

The process in detail

17 steps
  1. 1

    Who haven’t I heard from? Is there anyone I should catch up with soon?

  2. 2

    How well do I know my team members? How well do they know each other?

  3. 3

    Do I show gratitude?

  4. 4

    Do I feel like I am making a difference?

  5. 5

    Appreciation and belonging.

  6. 6

    Is anyone starting to show symptoms of burnout?

  7. 7

    Are team members overperforming or underperforming?

  8. 8

    Does my team know what success looks like for their role?

  9. 9

    Does my team know what their superpowers are?

  10. 10

    In the last six months, has each team member grown?

  11. 11

    When was the last time I asked for feedback?

  12. 12

    Am I operating from a place of security or panic? Am I reacting to work in a proactive or reactive way?

  13. 13

    Am I really listening? Am I hearing the group’s problems and spending time to explore solutions?

  14. 14

    What is stopping you from excelling?

  15. 15

    How can you improve at the following?

  16. 16

    Which of these options are you interested in or able to commit to?

  17. 17

    Results and next steps.

Read the full text
1. Who haven’t I heard from? Is there anyone I should catch up with soon?

Why? Are they too busy? Do they need help with something — but aren’t asking for it?

Choose one or more
  • Team Member Name
  • Name
  • Name
  • Name
  • Name
  • Name
2. How well do I know my team members? How well do they know each other?

👎 Poorly 1 — 2 — 3 — 4 — 5 Excellent/Best 👍

Choose one
  • 0
  • 1
  • 2
  • 3
  • 4
  • 5
3. Do I show gratitude?

Recently, have I expressed my gratitude to every member of my team?

Choose one
  • Yes
  • No
  • Sometimes
4. Do I feel like I am making a difference?

Have I made a difference to each team member this month? When it comes to helping the team inside or outside of work, do I invest enough time and effort?

Choose one
  • Yes
  • No
  • Sometimes
5. Appreciation and belonging.

Feeling included is a basic human need! When people feel a sense of belonging at work, they’re not only happier and more social– they’re also much more productive.

•Do they feel like they belong? Do they feel appreciated and an integral part of a team? Do they feel like a misplaced piece that doesn’t fit? Do they feel like the rest of the team appreciate their work?
•Am I spending enough time making everyone feel welcome?

👎 Poorly 1 — 2 — 3 — 4 — 5 Excellent: Everyone feels like they belong 👍

Choose one
  • 0
  • 1
  • 2
  • 3
  • 4
  • 5
6. Is anyone starting to show symptoms of burnout?

Does workload need to be rebalanced? What should we stop doing?

🟢 Green – Awesome - nobody is burnout(or damn near!) 🟡 Yellow – There are some important problems that need addressing, but it’s not a disaster. 🔴 Red – This is really crappy and needs to be improved.

Choose one
  • Green
  • Yellow
  • Red
7. Are team members overperforming or underperforming?
Choose one
  • Overperforming
  • Neutral
  • Underperforming
8. Does my team know what success looks like for their role?

Am I helping them define their long-terms goals and provide a success roadmap?

Choose one
  • Yes
  • No
9. Does my team know what their superpowers are?

👎 No 1 — 2 — 3 — 4 — 5 Yes, they fully understand how to take advantge of theire their strengths, weaknesses and superpowers 👍

Choose one
  • 0
  • 1
  • 2
  • 3
  • 4
  • 5
10. In the last six months, has each team member grown?

👎 Poorly/No 1 — 2 — 3 — 4 — 5 They are learning new things and they have a career growth plan 👍

Choose one
  • 0
  • 1
  • 2
  • 3
  • 4
  • 5
11. When was the last time I asked for feedback?
Choose one
  • Two months or more
  • Five months or more
  • One year ago
12. Am I operating from a place of security or panic? Am I reacting to work in a proactive or reactive way?
Choose one or more
  • Security
  • Panic
  • Usually from Security
  • Reactive
  • Proactive
  • Sometimes Reactive
13. Am I really listening? Am I hearing the group’s problems and spending time to explore solutions?

👎 Poorly 1 — 2 — 3 — 4 — 5 Excellent/Best 👍

Choose one
  • 0
  • 1
  • 2
  • 3
  • 4
  • 5
14. What is stopping you from excelling?

What are the barriers? Do you have enough time? Do have enough resources and processes? Are you in the right mindset? Create a list of action items, resources and activities that will help you become the leader you envision.

Write a note
15. How can you improve at the following?

- Provide a safe a fair space to grow.

- Open career doors and help team members understand their superpowers.

- Recognised them (gratitude, celebrations, rewards, and incentives)

- Inspire the team to reach higher and empower them to be leaders, to be creative, and to be authetic.

- Lead by example.

- Evaluate mistakes and find ways to ensure teams have the resources and guidance they need to succeed.

Write a note
16. Which of these options are you interested in or able to commit to?
Write a note
17. Results and next steps.

You can use this tool to evaluate your performance. Its purpose is not to judge, but rather to help you realize that sometimes as leaders, we tend to take on too much responsibility. By using this tool, you can visualize how you have improved over time and develop an action plan to become the leader you aspire to be.

To free up more time to focus on your team, you may need to hire someone to assist with administrative work or a project.

Alternatively, if you prefer to be more involved in projects and less in managing team members and creating resources, you can request a transfer.

Anything below a score of 9 is a red flag, indicating an underperforming manager. Signs of disengagement, burnout, and demotivation are likely to be seen in their team members.

Use this process
Capabilities
Fully editableAdapts as work changesAdd more sessions anytimeAI can be assigned
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Created byNova·Official process
Last edited Apr 19, 2023·17 steps