Leaders Lab Survey - MACS Peninsula

1. I adjusted my leadership approach to meet the needs of different people and situations.

2. I supported my people in doing work that energised them.

3. I encouraged my people to help each other.

4. I felt strongly dedicated to my work.

5. I was satisfied with my team.

6. I felt a sense of choice and freedom in the things I undertook at work.

7. I asked questions that helped my people to see things in new ways.

8. I held my people accountable for owning their actions.

9. My organization was a high performer.

10. My organization demanded too much from me.

11. I had meaningful coaching conversations with my people.

12. I leveraged instability and disruption to create new opportunities.

13. I felt like I was thriving as a leader.

14. I invited people who didn’t agree with me to share their ideas and experiences.

15. I was satisfied with my job.

16. I expressed appreciation for my people's work.

17. I helped my people to navigate their emotions constructively.

18. I felt able to lead through the uncertainty that lies ahead.

19. I expressed care for my people.

20. I felt it was best to keep my struggles as a leader to myself.

21. I recognized my people's learning, even when mistakes were made.

22. I often felt alone and isolated as a leader.

23. I took the time to understand what makes work personally meaningful to my people.

24. I encouraged my people to take risks and try new things.

25. I performed well in the organization.

26. I expressed generosity rather than judgement when my people were struggling.

27. I felt motivated to lead through the uncertainty ahead.

28. I demonstrated curiosity in order to bring out the best in my people.

29. I often felt forced to do many tasks as a leader that I wouldn't choose to do.

30. I felt insecure about my ability to lead well.

31. I encouraged my people to ask for help.

32. My peers were a safe place to bring up problems and be honest about mistakes.

33. I was satisfied with my organization.

34. I helped my people to align their strengths – the things they are good at and enjoy doing – to their tasks.

35. I felt like I was struggling as a leader.

36. I had all the resources I needed to successfully do my work.

37. I felt connected with people at work.

38. I had honest feedback conversations that built my people’s confidence.

39. My team performed well in the organization.

40. I felt able to do my job well.

41. I demonstrated a genuine belief in my people’s ability to learn, grow, and succeed.

42. I felt strongly committed to my organization.

43. Taking all things together, over the past two weeks in my role as a leader I mostly I felt like I was:*

Really struggling
Thriving with ease
Leading well, despite struggle
Just coping

44. Over the past two weeks I have mostly led by:*

Telling my people what is expected of them and then leaving them to get on with it.
Telling my people what is expected of them and trying to manage them with promises of rewards and/or threats of punishments.
Inviting my people's input but then trying to manage them with promises of rewards and/or threats of punishments
Inviting my people's input and then encouraging them to self-organise and find ways to make the best ideas happen.

45. The biggest challenge I've faced as a leader during the last two weeks has been:*

Select multiple answers:

My physical health
My mental health
Dealing with people
Managing money
Navigating changes
Caring for others
Other

46. When I'm struggling as a leader the first person I reach out to is:*

Someone in my team
A peer
My boss
The human resources team
Employee assistance program
My coach or mentor
Friends or family
I would never tell anyone I was struggling

47. The biggest barrier to improving my leadership over the last two weeks was:*

Not enough time
Not enough money
Too much physical effort required
Too much mental energy required
Not sure how to start
Other

48. When it comes to improving my leadership the most valuable support my organization could provide is:*

Leadership Training
Leadership Coaching
Leadership Mentoring
Leadership Buddy
Employment Assistance Program (EAP)
Nothing

49. Anything else you'd like to share?

Hidden

Outcomes - Engagement

Hidden

Outcomes - Performance

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Outcomes - Satisfaction

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AMPlifiers - Lead Ability

Hidden

AMPlifiers - Lead Motivation

Hidden

AMPlifiers - Psych Safety

Hidden

Mindset - Tailored

Hidden

Mindset - Human Centered

Hidden

Mindset - Realistic

Hidden

Mindset - Inclusive

Hidden

Mindset - Value Driven

Hidden

Mindset - Energized

Hidden

Culture - Compassion

Hidden

Culture - Appreciation

Hidden

Culture - Responsibility

Hidden

Culture - Emotionally Intelligent

Hidden

Skills - Curious

Hidden

Skills - Openness

Hidden

Skills - Amplification

Hidden

Skills - Creativity

Hidden

Skills - Hope

Hidden

Number

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Leaders Lab Survey – MACS Peninsula

The Leaders Lab Survey

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Leaders Lab Survey – MACS Peninsula

The Leaders Lab Survey

As Seen in

ARTICLES

PODCASTS

RESEARCH

FREE TOOLS

TRAINING

SHOP

ABOUT

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