RESEARCH :  EMOTIONAL PROFICIENCY FOR EXCELLENCE

Please complete the following Information and select the OPTION that BEST describe YOUR BEHAVIORS AND ACTIONS, WHEN leading critical process of change.

PLEASE PROVIDE HONEST AND SINCERE ANSWERS TO ALL THE QUESTIONS. ALL INDIVIDUAL INFORMATION WILL REMAIN CONFIDENTIAL. RESEARCH FINDINGS, ANALYSIS AND FINAL REPORT WILL BE AVAILABLE AND SENT TO ALL RESPONDENTS.


Name *
Name
Phone (Optional)
Phone (Optional)
How do you describe your Business Environment ?
( Please Check all the options that apply )
PLS SELECT THE OPTION THAT BEST DESCRIBE YOUR BEHAVIOR WHEN LEADING CRITICAL PROCESS OF ORGANIZATION DEVELOPMENT, CHANGE OR OPERATIONAL EXECUTION.
Q1 - I have participated and-or led organization throught critical process of organization change
Q1 - I have participated and-or led organization throught critical process of organization change
Q2 - My words, tone and facial communication speak to the authenticity of my emotions
Q2 - My words, tone and facial communication speak to the authenticity of my emotions
Q3 - I encourage honest and open communication among organization and team members
Q3 - I encourage honest and open communication among organization and team members
Q4 - I build an organizational climate which team members can voice true thoughts, ideas and feedback
Q4 - I build an organizational climate which team members can voice true thoughts, ideas and feedback
Q5 - I encourage espression of authentic emotions in a social appropriate way
Q5 - I encourage espression of authentic emotions in a social appropriate way
Q6 - I remain hopeful and resilient in face of adversity or ocasional setback
Q6 - I remain hopeful and resilient in face of adversity or ocasional setback
Q7 - I establish and communicate compelling vision promoting and connecting it to a positive future
Q7 - I establish and communicate compelling vision promoting and connecting it to a positive future
Q8 - I establish meaningful Change goals
Q8 - I establish meaningful Change goals
Q9 - I encourage cheerful interaction among organization members, uplifting rituals, and-or award cerimonies
Q9 - I encourage cheerful interaction among organization members, uplifting rituals, and-or award cerimonies
Q10 - I Provide constant feedback on established goals
Q10 - I Provide constant feedback on established goals
Q11 - I establish challenges that are balanced with organization's members skill level
Q11 - I establish challenges that are balanced with organization's members skill level
Q12 - The organization members perceive that they do meaningful work
Q12 - The organization members perceive that they do meaningful work
Q13 - I encourage mutual openess and sharing of ideas from organization members
Q13 - I encourage mutual openess and sharing of ideas from organization members
Q14 - I encourage one-to-one listening to any concerns team members feel unconfortable to voice publicaly
Q14 - I encourage one-to-one listening to any concerns team members feel unconfortable to voice publicaly
Q15 - I show respect and demonstrate care with the team members welfare
Q15 - I show respect and demonstrate care with the team members welfare
Q16 - I encourage organization of regular small meetings to inform and listen feedback on both, tasks and emotional needs.
Q16 - I encourage organization of regular small meetings to inform and listen feedback on both, tasks and emotional needs.
Q17 - I am aware off, understand and appreciate the feelings and thoughts of others
Q17 - I am aware off, understand and appreciate the feelings and thoughts of others
Q18 -I act to enhance organization members external recognition, self-steam and sense of belonging
Q18 -I act to enhance organization members external recognition, self-steam and sense of belonging
Q19 - I act and demonstrate that the organization care about long-term development and welfare of its members
Q19 - I act and demonstrate that the organization care about long-term development and welfare of its members
Q20 - My organization value and recognize publicly achievements and contributions of key members in action
Q20 - My organization value and recognize publicly achievements and contributions of key members in action
Q21 - In my organization there is a consistent fit between the expectations of organization members and the supporting working environment
Q21 - In my organization there is a consistent fit between the expectations of organization members and the supporting working environment