FormAssembly Questionnaire FormAssembly Pre-Offsite Questionnaire We are seeking candid input from the attending executives to guide us in preparing the offsite agenda and optimizing the take-home value. Your identity and responses will be held in strict confidence by the OnCourse facilitators. Please complete the entire form to ensure prompt and accurate processing. Name* First Last Number of years at the company*Title*Briefly describe your role*Reflecting on your contribution this past year, where did you have the biggest impact? What do you think you did really well?*Reflecting on your contribution this past year, where do you think you fell short? Where do you think you most need to grow to hit your full potential?*In terms of leadership development, how would you like the company to best support you in reaching your full potential?*What do you believe the company did really well this year?*What do you believe did not work well for the company this year? What do you think is holding the company back from hitting its full potential?*What parts of your job do you most value/like? Why?*What parts of your job you least value/like? Why?*How well does this team communicate and execute as one cohesive unit to achieve overall company goals? Please explain.*What interpersonal drama/issues on the team, with your direct reports, and/or with your peers' direct reports, have interfered with your effectiveness or the effectiveness of the company?*Do you consider people at work to be friends? Please explain.*How well is the company serving its customers? Is it upholding its commitment to them? Please explain.*Looking at 2020, what does company success look like from your perspective?*What are your top concerns about the company and its ability to hit these goals? Have you raised these concerns? If not, why not? Do you see these concerns being addressed?*Reflecting on Cedric’s leadership style, what works well for you?*Reflecting on Cedric’s leadership style, what doesn't work well for you? Please provide any suggestions.*If you were CEO, what changes would you make to optimize investments and resources? Why?*You're investing two days at this year’s company offsite, what needs to happen to make you feel that this was time/money well spent?*Anything else you'd like to mention?Team HealthPlease select the most appropriate answer from your current perspective. Note, "team," in all instances below refers to this Leadership Team. The team operates with respect and genuine care for one another.*Strongly AgreeAgreeDisagreeStrongly DisagreeOn this team, I feel comfortable providing feedback or push-back when I disagree or when something is not working.*Strongly AgreeAgreeDisagreeStrongly DisagreeI spend most of my time in my highest and best use.*Strongly AgreeAgreeDisagreeStrongly DisagreeThe team can collaborate and debate in a healthy, effective way without devolving into drama.*Strongly AgreeAgreeDisagreeStrongly DisagreeTeam meetings are highly effective, stay on track, provide value for all, and end with clear action steps.*Strongly AgreeAgreeDisagreeStrongly DisagreePeople on the team know how to shift themselves and others out of drama rather than enabling it.*Strongly AgreeAgreeDisagreeStrongly DisagreeThe team is fully aligned on company top priorities and direction.*Strongly AgreeAgreeDisagreeStrongly DisagreeThe team safely engages in honest feedback with one another, communicating areas of concerns and/or blind spots.*Strongly AgreeAgreeDisagreeStrongly DisagreeThe team has taken the time to understand each other's differences, stories, personalities, professional priorities, and personal ambitions.*Strongly AgreeAgreeDisagreeStrongly DisagreeThe company has made a sufficient ongoing commitment to leadership development.*Strongly AgreeAgreeDisagreeStrongly DisagreeThe team has a regular meeting process to assess high level strategy, company-wide challenges, and leadership team health.*Strongly AgreeAgreeDisagreeStrongly DisagreePeople on this team are people of their "word," when someone says they will do something, it is as good as done.*Strongly AgreeAgreeDisagreeStrongly DisagreeAfter achieving aggressive goals, the team prioritizes time to celebrate and recognize individual and/or group efforts.*Strongly AgreeAgreeDisagreeStrongly DisagreeThere are no current interpersonal issues or drama dynamics on the team that inhibit collaboration and execution.*Strongly AgreeAgreeDisagreeStrongly DisagreeThere are clealy defined expectations for leadership behavior at this company.*Strongly AgreeAgreeDisagreeStrongly DisagreeMembers of the leadership are strong in coaching. They encourage, empower, and mentor others effectively.*Strongly AgreeAgreeDisagreeStrongly DisagreeOur current company culture is working well.*Strongly AgreeAgreeDisagreeStrongly DisagreeAmong this team, roles, responsibilities, lines of communication and decision rights are clear.*Strongly AgreeAgreeDisagreeStrongly DisagreeWhen reflecting on your survey answers above, what would you most like to celebrate?*If you have answered "Strongly Disagree" or "Disagree" to any of the statements in this section, please explain below:Please provide any other relevant comments below. This iframe contains the logic required to handle Ajax powered Gravity Forms.