Schneider#Ross Personal Values, Awareness & Behaviours ...



Diversity and Inclusion

Self-Assessment

Self-Assessment of

________________________________

Date

________________________________

This self-assessment is designed to spark conversations. Used independently, it can produce personal insights. As a group activity, it can further expand these insights and aid the development of common understanding.

The tool probes three dimensions of your behavior and provides a snapshot of your strengths and areas of personal challenge. The goal is to produce insights, learning’s and actions that enhance your leadership capability.

It should take about fifteen minutes to complete. The more honest your answers are, the more you will be able to identify your strengths and focus on your developmental needs.

Instructions:

For each of the statements in this inventory, refer to the following scale and ask, “How often is this statement true for me?” Please circle the appropriate number.

| | |Almost|Seldom|Someti|Usuall|Almost|

| | |Never | |mes |y |Always|

| |I consciously create an open environment in which others frequently and comfortably disagree with me. |1 |2 |3 |4 |5 |

| |When speaking with different people, I intentionally change my non-verbal communications – such as how I speak, how |1 |2 |3 |4 |5 |

| |loudly I speak, how I hold my body, and so forth. | | | | | |

| |I encourage people who are different than myself to speak out on their issues and concerns. |1 |2 |3 |4 |5 |

| |Whenever I speak, I create opportunities to discuss the positive impact of Diversity and Inclusion on business |1 |2 |3 |4 |5 |

| |performance. | | | | | |

| |I provide formal and informal mentoring processes for individuals who are different than myself. |1 |2 |3 |4 |5 |

| |I actively communicate to all employees my expectations and the importance diversity and inclusion. |1 |2 |3 |4 |5 |

| |I encourage employees in my organization to fully utilize work-life flexibility programs. |1 |2 |3 |4 |5 |

| |When building my team, I seek and welcome the opportunity to consider candidates who are different than myself. |1 |2 |3 |4 |5 |

| |On a day-to-day basis, I solicit opinions, ideas, and criticism from people who have a wide range of different |1 |2 |3 |4 |5 |

| |backgrounds. | | | | | |

| |I immediately speak up when others make negative or stereotypical comments about race, ethnicity, culture, religion, |1 |2 |3 |4 |5 |

| |sexual orientation, job level, occupation, etc. | | | | | |

| |At work and in the larger community, I promote and defend the rights of people different from me. |1 |2 |3 |4 |5 |

| |I can summarize key employee data (promotions, high potential programs, attitude surveys, etc.) about men and women in|1 |2 |3 |4 |5 |

| |my organization as easily as I can summarize financial and operational data. | | | | | |

| |The feedback I give to employees who are different from me is as honest, timely, and frank as the feedback I give to |1 |2 |3 |4 |5 |

| |employees who are similar to me. | | | | | |

| | | | | | | |

| |I am as candid and direct in communicating my expectations and my emotions as I am in communicating facts. |1 |2 |3 |4 |5 |

| |I actively examine and question my own personal beliefs and prejudices about other people. |1 |2 |3 |4 |5 |

| |I really enjoy working with a heterogeneous mix of people from a variety of backgrounds, including race, ethnicity, |1 |2 |3 |4 |5 |

| |culture, religion, and sexual orientation. | | | | | |

| |I appreciate that the same behaviors and words can take on different meanings in different cultures. |1 |2 |3 |4 |5 |

| |I understand how people who are “different” experience the world. I can identify with the emotions, stress, and |1 |2 |3 |4 |5 |

| |discrimination that people experience due to these “differences.” | | | | | |

| |I am aware that different cultures put different emphases on relationship building. I can readily articulate how my |1 |2 |3 |4 |5 |

| |cultural approach is similar or different from that of other cultures. | | | | | |

Figure 1: Summary of

scores

The questions in this self-assessment are classified into three general categories.

Leadership Accountability: How, as a Leader, you act in accordance with diversity principles.

Personal Accountability: How you practice inclusionary behavior.

Self-Awareness: How you are continually growing your self-awareness and knowledge.

Self-Scoring Process

Please transcribe your responses (1,2,3,4 or 5) to the flowing questions in the space provided.

LEADERSHIP ACCOUNTABILITY

| 4. | 5. | 6. | 7. | 8. |12. |13. |

The total of these 7 scores is X 100 =

35

PERSONAL ACCOUNTABILITY

| 1. | 2. | 3. |10. |11. |14. |

The total of these 6 scores is X 100 =

30

SELF- AWARENESS

| 9. |15. |16. |17. |18. |19. |

The total of these 6 scores is X 100 =

30

Please transfer these three percentage scores to Figure 1 on the previous page and form a triangle by drawing a line connecting your three percentage values. This will provide you with a graphical representation of your skill level in each of these three areas.

Action Planning

Each question in this self-assessment is based on a behavior. One of the ways you can improve your skills is to practice these behaviors more. For each of the three areas above, identify the two questions that you scored the lowest. Take about 10 minutes and reflect on what actions you could take which would cause your scores to improve. In many cases, it may just be to do more of the behavior that is being probed by the question. Other actions are also possible. In the space provided on the next page, write down your action.

|LEADERSHIP ACCOUNTABILITY |

|Question no. | PERSONAL ACTION TO IMPROVE SCORE |

| | |

| | |

|PERSONAL ACCOUNTABILITY |

|Question no. | PERSONAL ACTION TO IMPROVE SCORE |

| | |

| | |

|SELF-AWARENESS |

|Question no. | PERSONAL ACTION TO IMPROVE SCORE |

| | |

| | |

Group Conversation

If you are completing this self-assessment as part of a group activity, the following are some questions that you may want to discuss.

Compare the set of Figure 1 summaries. Any trends?

Any correlations between your Figure 1 summaries and various characteristics (e.g. position, work location, gender, etc) within the group?

What questions got the lowest scores?

Are there any common actions that your group should consider?

What are the major insights that this process has generated?

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LEADERSHIP ACCOUNTABILITY

10

30

50

70

90

10

30

50

70

90

90

70

50

30

10

ACCOUNTABILITY

PERSONAL

ACCOUNTABILITY

SELF-

AWARENESS

This total divided by 35 and then multiplied by 100 gives you your Leadership Accountability Percentage

This total divided by 30 and then multiplied by 100 gives you your Personal Accountability Percentage

This total divided by 30 and then multiplied by 100 gives you your Self-Awareness Percentage

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