Instructions Evaluate each statement as you actually are, rather than as you think you should be.

When you've finished, click "Calculate My Total" to add up your score, and use the table that follows to think about your next steps.

15 Statements to answer
Not at all Rarely Sometimes Often Very Often

When I give feedback, I listen to what my team member says, and try to understand his or her perspective and feelings. I refer my team to our mission and vision statements, and let senior executives explain the company's overall direction and strategy. They do a much better job than I could. I familiarize myself with people's job descriptions, performance agreements, and performance reviews to prepare for feedback sessions. After I've given feedback, I leave people to make changes as they see fit. I make sure that my team members know how their jobs add value to the organization. I refer to specific incidents instead of generalizations when I give feedback. I follow up on the feedback that I provide. I use statements that help people understand the impact of their behavior. I know what my team members are working on, and I visit their workspaces often.

10 I give feedback that focuses on what

people need to improve or change.

11 I give feedback based primarily on

my observations and feelings, and I don't gather other opinions or facts.

12 I talk to the person directly, remain

calm, explain how I feel, and say what needs to change.

13 I assess my team members'

individual developmental needs.

14 I help my team members set clear

objectives.

15 I measure performance
improvement with specific metrics.

Score Interpretation
Score Comment

Your feedback is not always clear, which means that people may not act on it. They may not understand what they need to change, or why. 15-34 When you give feedback, prepare for the session carefully, and comment clearly on recent situations where a behavior or action has had a negative impact. State your case assertively, and outline the consequences of not acting on the feedback. Sometimes people heed your feedback, but others may question it or follow it inconsistently. Offer regular opportunities to discuss feedback, and check that it's been understood. Don't forget to give praise as well. People listen to your feedback, and act on it. They value your comments because they know that you've taken time to think about them. Your team members act on your comments, and grow personally and professionally as a result.

35-55

56-75