How would your boss fare in my new Great Boss Assessment?
This fast and free online survey lets respondents rate their current boss on the proven practices of #GREATBosses.
These practices fit into the five secrets of great bosses, who inspire Growth, honor Relationships, inspire Excellence, ensure Accountability, and spur Teamwork.
Each item or question is rated on a six-point scale, ranging from “strongly agree” to “strongly disagree.” The even number of rankings means that respondents can’t select a neutral mid-point, which is less actionable than degrees of agreement or disagreement.
The assessment has over 180 global responses at this point. It’s a a non-scientific sample – and, this initial data can help us understand how bosses are perceived.
Here are two related items. The first rates the degree to which respondents believe their boss demonstrates trust and respect in every interaction with them, personally.
In the six-point scale, desirable responses are “agree” and “strongly agree.” Any other rankings means the proven behavior is not frequently demonstrated. In this item, 67% of respondents agreed that their bosses demonstrate trust and respect of them, personally, in every interaction.
That’s a high percentage for this question, a much higher rating than I expected. That’s a very good sign. And, 1/3 of respondents rate their bosses as not demonstrating trust and respect of them in every interaction, which is a big opportunity for leaders.
In the related item, respondents ranked the degree to which they believe their boss demonstrates trust and respect in every interaction with team members.
The percentage of respondents that “agree” or “strongly agree” with this statement is 53%. That’s not bad. And, it’s interesting that this percentage is 14% less than the agreement with the “treats me with trust and respect” item!
If we assume that respondents are honest with their responses (we have no indications otherwise), then we need to trust this data.
Therefore, these respondents’ bosses treat the respondent’s team members badly – worse than the bosses treat each respondent. Trustful and respectful behaviors by bosses are not consistent across their team. This is a huge opportunity for bosses.
Everything a boss does either helps, hinders, or hurts the creation and maintenance of WorkPlace Inspiration.
Leaders, don’t settle for lousy boss behaviors. Learn how your employees perceive your day-to-day interactions with an instrument like the Great Boss Assessment. Refine any behaviors that erode trust and respect so you create a safe, inspiring workplace filled with talented, engaged employees.
What do you think? What did your great bosses do to earn that coveted title from you? How do great bosses in your organization create WorkPlace Inspiration? Share your thoughts about this post/podcast in the comments section below.
You can learn more about GREAT bosses with two “fabulous gifts” only available to subscribers of my weekly updates. The gifts include my “Be a GREAT Boss” ebook plus an excerpt from my new #GREAT Bosses tweet book.
Photo © istockphoto.com/khosrork. All rights reserved.
Subscribe to Chris’ mobile updates, texted right to your smartphone! Text VALUES to 72000 or head here.
Chris’ new “Culture Leadership Charge” series and the rest of his video clips can be found on YouTube. Subscribe to Chris’ YouTube channel.
Chris’ new “Culture Leadership Charge” series and the rest of his video clips are also available on Vimeo. Subscribe to Chris’ Vimeo channel.
Subscribe to Chris’ posts via RSS.
The music heard on Chris’ podcasts is from one of his songs, “Heartfelt,” copyright © 2005-2016 Chris Edmonds Music (ASCAP). He played all instruments, recorded all tracks, and mastered the final product for your listening pleasure.
Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, Chris will receive an affiliate commission. Regardless, Chris only recommend products or services he uses personally and believes will add value to his readers. Chris is disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”