Keys—People, Culture, and Leadership

The culture development process moves more quickly when people understand how others experience the culture and leadership. This is especially true in workgroups and is essential in any leadership team attempting culture change. This exercise quickly helps a group understand itself better.

To use the questionnaire:
• Cut and paste the Questionnaire into your word processing program.
• Add and subtract questions to suit your company and your needs.
• Print a copy for each person. (You may choose to omit these instructions, or you may leave them.)
• With the whole group together, have each person complete the questionnaire.
• Tally the results, with no names attached.
To do this:
For each question separately, tally the numbers circled by each person and divide the sum by the number of people who answered. This gives the group's average score for each question. On a fresh copy of the questionnaire, for each question, circle the group's average number.
The questions are written so that "yes" is "better" than "no". This implies problems where the group average number is low. But you cannot be sure that a low score means "important". This is why you asked people to "Mark with an X, any questions you would particularly like to see discussed in the group." These are the "important" areas. Copy everyone's "X"s onto that same fresh copy of the questionnaire. (Some questions might have several Xs.)
The written comments can be photocopied or typed onto a clean page for distribution with the tallied questionnaire.

• Give everyone a copy of the results.
• Begin the group discussion with those questions that got the most checkmarks.
• Discuss the written comments and suggestions.
• As a group, decide what to do with the discussion and information, if anything.

Теория и Практика

• Диагностика корпоративной культуры