Lucidworks C – Team Questionnaire Lucidworks C - Team 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?*What does success look like for you personally in the next 3 years? How do you envision LucidWorks supporting you in achieving these goals or, perhaps, even getting in the way of these goals?*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 challenges, dependencies, bottle-necks have made it difficult for you to get your job done?*Members of the C-Team are responsible for different functional areas, how well does this team execute as one cohesive unit to achieve overall company goals? Please explain.*How well does this team communicate? What needs to be better communicated?*What interpersonal drama/issues among the C-Team, your direct reports, and/or your peers' direct reports, have interfered with your effectiveness or the effectiveness of the company?*How well is the company serving its customers? Is it upholding its commitment to them? Please explain.*What are your top concerns about the company and its direction? Have you raised these concerns? If not, why not? Do you see these concerns being addressed?*Reflecting on Will’s leadership style, what works well for you?*Reflecting on Will’s leadership style, what doesn't work well for you? Please provide any suggestions.*What do you appreciate most about working at Lucidworks?*If you were Will, what changes would you make to optimize investments and resources, and why?*You're investing two days in creating change for the company at this offsite, what needs to happen to make you feel 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 the C-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 core values, 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 DisagreeLucidworks 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.
