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| − | The work setting allows for team members to experiment, learn from mistakes and develop.
| + | Questionaire Environment |
| − | Tasks in my work area require clear, specific and frequent direction about performance standards, expectations and responsibility
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| − | Work steps and procedures need to be followed exactly in my area.
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| − | Work completion relies more on mutual respect and loyalty than on specific standards and goals.
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| − | Specifying and demonstrating high performance standards is a key way of shaping team members’ behavior.
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| − | I must establish trust with - and delegate tasks to -team members who have much more expertise than I do.
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| − | One mistake can have serious consequences for the work group.
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| − | My expertise is frequently required to complete processes or products.
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| − | Team members only require intermittent, informal personal feedback.
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| − | One of my primary roles with team members is to help them develop and change.
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| − | My experience and authority is significantly greater than that of my team members.
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| − | Work procedures in my setting require the integration of individuals with diverse personal characteristics.
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| − | My work area has crisis situations that require immediate attention.
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| − | Interpersonal and/or group conflicts occur frequently in my work setting.
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| − | Tasks and goals are decided through group discussion and consensus.
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| − | The work setting requires that l frequently take charge or perform tasks to solve problems.
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| − | Team members need explicit performance standards, but only general direction and support to complete tasks and goals.
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| − | I use influence techniques, such as sharing the rationale behind decisions, to get buy in from team members.
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| | [[Category:goleman]] | | [[Category:goleman]] |
