├── promotional-resources ├── social-media-graphic-01.png ├── social-media-graphic-02.png ├── social-media-graphic-03.png ├── social-media-graphic-04.png ├── social-media-graphic-05.png ├── social-media-graphic-06.png ├── social-media-graphic-07.png ├── social-media-graphic-08.png ├── social-media-graphic-09.png ├── social-media-graphic-10.png ├── social-media.md ├── release-announcement.md └── project-descriptions.md ├── LICENSE.md ├── guide-to-interpreting-results.md ├── README.md ├── open-leadership-self-survey.md └── open-leadership-feedback-survey.md /promotional-resources/social-media-graphic-01.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-01.png -------------------------------------------------------------------------------- /promotional-resources/social-media-graphic-02.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-02.png -------------------------------------------------------------------------------- /promotional-resources/social-media-graphic-03.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-03.png -------------------------------------------------------------------------------- /promotional-resources/social-media-graphic-04.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-04.png -------------------------------------------------------------------------------- /promotional-resources/social-media-graphic-05.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-05.png -------------------------------------------------------------------------------- /promotional-resources/social-media-graphic-06.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-06.png -------------------------------------------------------------------------------- /promotional-resources/social-media-graphic-07.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-07.png -------------------------------------------------------------------------------- /promotional-resources/social-media-graphic-08.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-08.png -------------------------------------------------------------------------------- /promotional-resources/social-media-graphic-09.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-09.png -------------------------------------------------------------------------------- /promotional-resources/social-media-graphic-10.png: -------------------------------------------------------------------------------- https://raw.githubusercontent.com/open-organization/open-leadership-assessment/HEAD/promotional-resources/social-media-graphic-10.png -------------------------------------------------------------------------------- /promotional-resources/social-media.md: -------------------------------------------------------------------------------- 1 | # Open Leadership Assessment Social Media Resources 2 | 3 | ## Recommended shortlinks 4 | 5 | Project release announcement: https://bit.ly/3UTmYZt 6 | Project on GitHub: https://bit.ly/3Nyud6G 7 | 8 | ## Recommended hashtags 9 | 10 | * `#TheOpenOrg` 11 | * `#leadership` 12 | * `#opensource` 13 | -------------------------------------------------------------------------------- /LICENSE.md: -------------------------------------------------------------------------------- 1 | # License 2 | Copyright © Red Hat, Inc. and contributors. 3 | 4 | All written content licensed under a [Creative Commons Attribution-ShareAlike 4.0 International License](http://creativecommons.org/licenses/by-sa/4.0/). 5 | 6 | Contributions to this project are accepted under the terms of a [Creative Commons Attribution-ShareAlike 4.0 International License](http://creativecommons.org/licenses/by-sa/4.0/). 7 | 8 | -------------------------------------------------------------------------------- /guide-to-interpreting-results.md: -------------------------------------------------------------------------------- 1 | # Guide to Interpreting Results 2 | Part of the Open Leadership Assessment 3 | 4 | ## Instructions 5 | 6 | Congratulations on completing the Open Leadership Assessment. Please take a moment to tally your scores and reflect on your next steps as an open leader. 7 | 8 | To confirm your score on the Open Leadership Assessment, add the numerical values of your responses to all ten survey items in each section. By doing this, you will receive a score out of 50 total points per section. 9 | 10 | ## Interpreting your scores 11 | 12 | **If you scored between 35 and 50 points,** you likely have a lot of open leadership experience already. As a next step, you might work with a coach, your colleagues, or a mentor to identify one specific area to concentrate on improving. You might also consider searching for opportunities to coach or mentor others on open leadership. Resources like these might help you continue to develop your open leadership skills at a high level: 13 | 14 | * [Resource 1] 15 | * [Resource 2] 16 | * [Resource 3] 17 | 18 | **If you scored between 20 and 35 points,** you likely have some open leadership experience, along with a few obvious opportunities for growth in paerticular areas. As a next step, you might identify two or three items on which to focus as part of professional development. A coach or mentor might help you identify and act on these learning areas. Resources like these might also give you new ideas about how to build your open leadership skills: 19 | 20 | * [Resource 1] 21 | * [Resource 2] 22 | * [Resource 3] 23 | 24 | **If you scored below 20 points,** you're likely still in the early stages of your open leadership journey and your overall growth as an open leader. You might consider searching for a series of workshops or some kind of short course on open leadership, in general, that will help you learn more about opon leadership and improve your open leadership skills. A coach or mentor might be able to help you find opportunities like these. Resources like these might also be good starting points for continued learning and growth: 25 | 26 | * [Resource 1] 27 | * [Resource 2] 28 | * [Resource 3] 29 | 30 | -------------------------------------------------------------------------------- /promotional-resources/release-announcement.md: -------------------------------------------------------------------------------- 1 | The Open Organization community is pleased to announce the release of the Open Leadership Assessment. 2 | 3 | The Open Leadership Assessment is a tool for determining whether people leading groups, teams, or other organizations are acting in alignment with open organization characteristics and fostering conversations about organizational culture. The tool consists of a pair of survey-style instruments offering leaders and their teams a means of candidly analyzing and discussing the mindsets and behaviors that guide how they work. Leaders complete a survey while reflecting on their leadership practices; at the same time, their teammates complete a similar survey about the leader. Comparing scores from each survey creates opportunities for team conversation and collective improvement. Teams can use the included Guide to Interpreting Results to foster and structure these conversations. 4 | 5 | The Open Leadership assessment is available immediately at the following location: 6 | 7 | https://github.com/open-organization/open-leadership-assessment 8 | 9 | Designed for use in conjunction with both the Open Leadership Definition[^1] and the Open Organization Definition[^2], the Open Leadership Assessment is openly licensed to foster community contribution and enhancement. In that spirit, the Open Organization community invites comment, feedback, and pull requests on the project. The community also welcomes constructive feedback and dialogue in its forum at: 10 | 11 | https://www.theopenorganization.community 12 | 13 | ## About the Open Organization project 14 | The Open Organization is a community-driven project leading a global conversation about the ways open principles change how people work, manage, and lead. Community members generate knowledge and share strategies for building organizational cultures on principles like transparency, adaptability, collaboration, inclusivity, and community. The Open Organization project is supported by Red Hat. Learn more at theopenorganization.org. 15 | 16 | [^1]: https://theopenorganization.org/definition/open-leadership-definition/ 17 | [^2]: https://theopenorganization.org/definition/open-organization-definition/ 18 | -------------------------------------------------------------------------------- /promotional-resources/project-descriptions.md: -------------------------------------------------------------------------------- 1 | # The Open Leadership Assessment project descriptions 2 | 3 | ## Short descriptions 4 | 5 | * The Open Leadership Assessment is a tool for determining whether people leading groups, teams, or other organizations are acting in alignment with [open organization characteristics](https://theopenorganization.org/definition/open-organization-definition/) and fostering conversations about organizational culture. 6 | 7 | * The Open Leadership Assessment is a tool for determining the extent to which people leading groups, teams, or other organizations are doing so with [transparency, inclusivity, adaptability, collaboration, and community](https://theopenorganization.org/definition/open-leadership-definition/) in mind. The goal of the tool is to foster conversations about organizational culture. 8 | 9 | ## Standard description 10 | 11 | The Open Leadership Assessment is a tool for determining whether people leading groups, teams, or other organizations are acting in alignment with open organization characteristics and fostering conversations about organizational culture. The tool consists of a pair of survey-style instruments offering leaders and their teams a means of candidly analyzing and discussing the mindsets and behaviors that guide how they work. Designed for use in conjunction with both the [Open Leadership Definition](https://theopenorganization.org/definition/open-leadership-definition/) and the [Open Organization Definition](https://theopenorganization.org/definition/open-organization-definition/), the Open Leadership Assessment is openly licensed to foster community contribution and enhancement. 12 | 13 | ## Extended description 14 | 15 | The Open Leadership Assessment is a tool for determining whether people leading groups, teams, or other organizations are acting in alignment with characteristics outlined in both the [Open Leadership Definition](https://theopenorganization.org/definition/open-leadership-definition/) and [Open Organization Definition](https://theopenorganization.org/definition/open-organization-definition/). 16 | 17 | The tool consists of a pair of survey-style instruments offering leaders and their teams a means of candidly analyzing and discussing the mindsets and behaviors that guide how they work. Leaders complete a survey while reflecting on their leadership practices; at the same time, their teammates complete a similar survey about the leader. Comparing scores from each survey creates opportunities for team conversation and collective improvement. Teams can use the included Guide to Interpreting Results to foster and structure these conversations. 18 | 19 | The Open Leadership Assessment is designed to be easily administered. The survey instrument is divided into five sections, each of which consists of ten statements. Respondents record their responses to these statements using a numeric scale, then calculate the sum of those numerical responses. To ease the work of calculation and reporting, users may wish to import the questions into an electronic survey tool of their choosing; however, the tool can function just as well when administered and completed using pencil and paper. 20 | 21 | The Open Leadership Assessment is openly licensed—via a Creative Commons Attribution-ShareAlike 4.0 International License—in order to foster community contribution, enhancement, and iterative improvement. 22 | -------------------------------------------------------------------------------- /README.md: -------------------------------------------------------------------------------- 1 | # The Open Leadership Assessment 2 | 3 | The Open Leadership Assessment is a tool for determining whether people leading groups, teams, or other organizations are acting in alignment with open organization characteristics. 4 | 5 | The tool consists of a pair of survey-style instruments offering leaders and their teams a means of candidly analyzing and discussing the mindsets and behaviors that guide how they work. It is designed for use in conjunction with both the [Open Leadership Definition](https://theopenorganization.org/definition/open-leadership-definition/) and the [Open Organization Definition](https://theopenorganization.org/definition/open-organization-definition). 6 | 7 | ## What's included 8 | 9 | In this repository are: 10 | 11 | * An open leadership **self survey** designed to help leaders reflect on **their own leadership mindsets and behaviors** 12 | * An open leadership **feedback survey**, designed to help team members reflect on **a leader's mindsets and behaviors** 13 | * A brief guide to interpreting the results of the assessment and locating additional learning and enablement materials 14 | 15 | ## Using the assessment 16 | 17 | The Open Leadership Assessment is designed to be easily administered. The survey instrument is divided into five sections, each of which consists of ten statements. Respondents record their responses to these statements using a numeric scale, then calculate the sum of those numerical responses. To ease the work of calculation and reporting, users may wish to import the questions into an electronic survey tool of their choosing; however, the tool can function just as well when administered and completed using pencil and paper. 18 | 19 | Recommended administration protocol: 20 | 21 | 1. A leader seeking feedback on their leadership style completes the **self survey**, which asks them to reflect on **their own behavior**. The leader tabulates the scores they've received on each section individually, then combines those scores to receive an overall assessment score. 22 | 1. Individual members of leader's team each complete their own **feedback survey**, which asks them to reflecft on **the leader's behavior**. They likewise tabulate the scores they've received on each section, then combine those scores to receive an overall assessment score. 23 | 1. Both the leader and team member respondents compare scores. They may wish to do so through a third party to maintain anonymity. 24 | 1. The leader and team members note areas of agreement, disparity, and discrepency between scores on the **self survey** and **feedback survey** and discuss how the results may influence a leader's mindsets and behaviors in the future. 25 | 26 | > **Note** 27 | > The Open Leadership Assessment is a tool for **generating discussion among leaders and their teammates**. As such, it produces best results when *both* leaders *and* their teams agree to use it and share their results. 28 | 29 | ## Interpreting the results 30 | 31 | When you have completed the Open Leadership Assessment, you may wish to use the included Guide to Interpreting Results to better understand the implications of your scores and begin charting your own path to becoming a more open leader. 32 | 33 | > **Warning** 34 | > The Open Leadership Assessment is a tool designed to facilitate discussion about leadership and organizational culture. It is not intended to be used as the basis for organizational policy decisions or for decisions related to hiring or promotion. 35 | 36 | ## Contact and contribute 37 | 38 | To contribute to the Open Leadership Assessment, [open or respond to an issue](https://github.com/open-organization/open-leadership-assessment/issues). Contributions to the project are accepted under a [Creative Commons Attribution-ShareAlike 4.0 International License](http://creativecommons.org/licenses/by-sa/4.0/). 39 | 40 | With questions, comments, or individual requests, please contact project maintainer Heidi Hess von Ludewig at heidi@theopenorganization.org. 41 | -------------------------------------------------------------------------------- /open-leadership-self-survey.md: -------------------------------------------------------------------------------- 1 | # Open Leadership Self Survey 2 | Part of the Open Leadership Assessment 3 | 4 | This survey assesses the degree to which you are open in your leadership mindsets and behaviors. Based on the [Open Leadership Definition](https://theopenorganization.org/definition/open-leadership-definition/), the survey determines how your leadership style reflects the open organization characteristics of transparency, inclusivity, adaptability, collaboration, and community. 5 | 6 | > **Note** 7 | > If you would like your colleagues and teammates to assess your leadership style, please ask them to use the Open Leadership Feedback Survey. 8 | 9 | ## Instructions 10 | 11 | Read the statements in each section of this survey and indicate the degree to which you agree those statements describe you. Use the following scale to record your answers: 12 | 13 | | Response | Numerical value | 14 | | -------- | --------------- | 15 | | Never | 1 | 16 | | Rarely | 2 | 17 | | Sometimes | 3 | 18 | | Often | 4 | 19 | | Always | 5 |  20 | 21 | Completing this survey will require approximately 30 minutes. 22 | 23 | > **Note** 24 | > If you are using an electronic assessment tool to administer this assessment, you may wish to notify respondents that the tool allows backwards navigation and/or saving the survey before submitting it. Include text like: `Note that you can save your progress and return to it later using the "Resume later" link in the top right corner of your screen.`] 25 | 26 | ## Transparency 27 | 28 | 1. I deliver clear, helpful, and unbiased feedback to everyone in my organization. 29 | 30 | 2. I share notes, records, and other materials with others before they even ask me to. 31 | 32 | 3. I share the processes and resources I use to make decisions so others don't have to ask my permission to review them. 33 | 34 | 4. When I explain decisions, I describe the reasons for these decisions and the stakeholders’ motivations for making them. 35 | 36 | 5. When I am involved in a decision-making process, I identify the implicit and explicit stakeholders involved, and invite others to join the decision-making process. 37 | 38 | 6. Even when a situation doesn't allow me to tell others everything they expect, I do what I can to explain as many details as I'm able to. 39 | 40 | 7. When I tell my teammates something, they believe what I say is true. 41 | 42 | 8. I believe vendors, partners, customers, communities, and other external stakeholders are also members of my organization, and I need to share as much information and knowledge with them as possible by demonstrating the same consistency in behavior. 43 | 44 | 9. I should expect to receive clear, direct, and constructive feedback from people on my team, whether I ask for it or not. 45 | 46 | 10. When I receive organizational information, I ask myself who might benefit by having that information, and I share it with them. 47 | 48 | ## Inclusivity 49 | 50 | 1. I recognize that my own experiences limit my perspective. 51 | 52 | 2. When I'm working on a project or making a decision, I often seek others who can help me broaden my perspective. 53 | 54 | 3. I invite people whose voices aren't currently represented in conversations to join the discussion. 55 | 56 | 4. I tend to recognize when people who should be contributing to a conversation aren't. 57 | 58 | 5. I equip and empower others to participate in the process or project I am working on. 59 | 60 | 6. When my teammates want to change how they're working, I support and encourage them to make those improvements. 61 | 62 | 7. When people work with me, they feel like they can easily raise questions about what we're doing and why we're doing it. 63 | 64 | 8. People on my team can make decisions about our work without consulting me. 65 | 66 | 9. I consistently listen, assess, and respond to feedback I receive from people who are on my team and people who aren't 67 | 68 | 10. I help people on my team feel like they can candidly discuss feedback we receive from others and from one another. 69 | 70 | ## Adaptability 71 | 72 | 1. I encourage my teammates to change and improve what we're doing and how we're doing it. 73 | 74 | 2. I include our stakeholders in conversations about the purpose and outcome of our work. 75 | 76 | 3. I seek feedback about my leadership practices and decision making from my team and colleagues, even before they offer it themselves. 77 | 78 | 4. I encourage my teammates to rethink our strategy or approach when something we're doing doesn't seem to be working as well as it once did. 79 | 80 | 5. I help my teammates acknowledge mistakes and see them as opportunities for learning. 81 | 82 | 6. When I create new systems or sets of rules for my team, I understand they are likely going to change. 83 | 84 | 7. I often ask people invested or interested in the outcome of my work to review what I'm working on before I've finished it. 85 | 86 | 8. When my team doesn't achieve what it intends to, I encourage everyone to discuss why we didn't succeed. 87 | 88 | 9. I provide a variety of ways for people to comment on my work and decisions (such as email, videoconferences, written evaluations, and more) so they can use a form that helps them feel comfortable giving honest feedback. 89 | 90 | 10. When my team completes something significant, I encourage us to reflect on what we've accomplished and discuss how we can improve. 91 | 92 | ## Collaboration 93 | 94 | 1. I help my teammates work through issues and disagreements to find the best solution, even when I didn't think of it. 95 | 96 | 2. I involve the people affected by this decision throughout the process of making the decision. 97 | 98 | 3. No matter what my title or role is, I facilitate collaborative decision-making wherever and whenever possible. 99 | 100 | 4. I consider how the work we do will be used or built on by other groups who are invested in it (stakeholders, communities, networks, teams, partners, etc) to ensure its value and ease-of-use. 101 | 102 | 5. I support the team's norms and expectations for joint work and actively bring up questions or parts that we as a team need to clarify, if necessary. 103 | 104 | 6. I encourage people to initiate projects and engage in their work together, not individually. 105 | 106 | 7. I support team or community building by taking advantage of successes to bring the group together in a way that reinforces its shared values and spirit of team or community. 107 | 108 | 8. I empower groups to arrive at timely and effective conclusions while accommodating members with different preferences or constraints. 109 | 110 | 9. I coach the team through disagreements by keeping us focused on our shared goals. 111 | 112 | 10. I make sure my teammates have the knowledge and resources they need to work together and succeed, with or without me. 113 | 114 | ## Community 115 | 116 | 1. I put the group's needs first by asking how I can support its collective goals. 117 | 118 | 2. I make sure that everyone in the group feels comfortable and empowered to improve its work. 119 | 120 | 3. When our team makes a decision, comes to a conclusion, or defines a process, I ensure we've documented that knowledge somewhere everyone can find it. 121 | 122 | 4. When I make decisions or act in ways that affect my teammates, I make sure that I'm acting in ways that reflect the values and principles our group has agreed will govern how we work. 123 | 124 | 5. When I build a team, I ensure it's made up of people with all the skills and values we need to help the group achieve its purpose. 125 | 126 | 6. When I lead, I model the kinds of behaviors I know team members expect from one another. 127 | 128 | 7. When new people join our team or working group, I help them understand the team's norms, processes, and preferences for working together. 129 | 130 | 8. When I lead a team, I engage with group members by giving them advice, encouragement, or feedback, rather than telling them what to do. 131 | 132 | 9. When I make a decision or lead a project, I help the group balance the team's overall goals with everyone's individual interests in order to build consensus wherever possible. 133 | 134 | 10. I recognize the contributions people make to our work, ensuring others see work that might otherwise go unnoticed. 135 | 136 | ## Conclusion 137 | 138 | Thank you for completing this survey. We hope the data are useful to you as you work to become a more open leader. To learn more about open leadership and open organizations, visit [The Open Organization project](https://theopenorganization.org). 139 | -------------------------------------------------------------------------------- /open-leadership-feedback-survey.md: -------------------------------------------------------------------------------- 1 | # Open Leadership Feedback Survey 2 | Part of the Open Leadership Assessment 3 | 4 | This survey assesses the degree to which someone you know is open in their leadership mindsets and behaviors. Based on the [Open Leadership Definition](https://theopenorganization.org/definition/open-leadership-definition/), the survey determines how this person's leadership style reflects the open organization characteristics of transparency, inclusivity, adaptability, collaboration, and community. 5 | 6 | > **Note** 7 | > If you would like to assess your own leadership style, please use the Open Leadership Self Survey. 8 | 9 | ## Instructions 10 | 11 | Read the statements in each section of this survey and indicate the degree to which you agree those statements describe the leader who asked you to complete this survey. Use the following scale to record your answers: 12 | 13 | | Response | Numerical value | 14 | | -------- | --------------- | 15 | | Never | 1 | 16 | | Rarely | 2 | 17 | | Sometimes | 3 | 18 | | Often | 4 | 19 | | Always | 5 |  20 | 21 | Completing this survey will require approximately 30 minutes. 22 | 23 | > **Note** 24 | > If you are using an electronic assessment tool to administer this assessment, you may wish to notify respondents that the tool allows backwards navigation and/or saving the survey before submitting it. Include text like: `Note that you can save your progress and return to it later using the "Resume later" link in the top right corner of your screen.`] 25 | 26 | ## Transparency 27 | 28 | 1. My colleague delivers clear, helpful, unbiased feedback. 29 | 30 | 2. My colleague shares notes, records, and other materials with others, often before people specifically ask for them. 31 | 32 | 3. When I want to learn more about something my colleague is working on or see the materials they're using to make decisions, I can access those materials I need without having to ask my colleague. 33 | 34 | 4. When my colleague explains a decision or work activities, they also explain or describe the reasons for these decisions and the stakeholders’ motivations for making them. 35 | 36 | 5. When my colleague is involved in a decision making process, they identify the implicit and explicit stakeholders involved, and invite others to join the decision-making process. 37 | 38 | 6. I believe my colleague makes every reasonable effort to explain their decision-making to others impacted by it. 39 | 40 | 7. When my colleague tells me something, I believe what they say is true. 41 | 42 | 8. I believe my colleague relates to external stakeholders with the same clarity and honesty that they extend to colleagues in our organization. 43 | 44 | 9. My colleague expects and welcomes clear, direct, and constructive feedback from colleagues whenever they offer it. 45 | 46 | 10. When my colleague receives new information, they share it with those it may help. 47 | 48 | ## Inclusivity 49 | 50 | 1. My colleague is aware of the ways their experiences limit their perspective. 51 | 52 | 2. When my colleague starts a project or makes a decision, they consult with or include others with different backgrounds, experiences, and views. 53 | 54 | 3. When planning, working, or making decisions, my colleague invites others who have been traditionally excluded or marginalized from those activities. 55 | 56 | 4. When key stakeholders remain quiet on an issue, my colleague finds caring ways to understand their hesitations and elicits their contribution in a thoughtful way. 57 | 58 | 5. My colleague provides collaborators and contributors with the tools and the opportunities they need to make meaningful contributions to our work. 59 | 60 | 6. Our leader expects the team to make decisions that will improve how they work. 61 | 62 | 7. People can easily approach my colleague with questions about the team's work and why we're doing it. 63 | 64 | 8. I feel comfortable making decisions about our work without consulting my colleague. 65 | 66 | 9. My colleague welcomes and responds mindfully to feedback from all stakeholders, including colleagues and community members outside their team. 67 | 68 | 10. My colleague helps my team gather, understand, and respond to feedback from one another and from other teams in caring, constructive ways. 69 | 70 | ## Adaptability 71 | 72 | 1. My colleague encourages our team to change and improve what we're doing and how we're doing it. 73 | 74 | 2. When my colleague conducts conversations about the purpose or outcome of our work, they invite everyone with a stake in those conversations to participate. 75 | 76 | 3. My colleague asks me for feedback about their leadership practices and decision making, even before I offer it myself. 77 | 78 | 4. When something we're doing no longer works as well as it once did, my colleague encourages us to rethink our strategy or approach. 79 | 80 | 5. When I make mistakes, my colleague helps me acknowledge them and see them as opportunities for learning. 81 | 82 | 6. My colleague acts with clear goals and intentions, but is willing to be flexible, listen to others, and rethink plans when conditions change. 83 | 84 | 7. My colleague often asks people invested or interested in the outcome of their work to review it before it's finished. 85 | 86 | 8. When our team doesn't achieve what we intended, my colleague helps us discuss the reasons we didn't succeed without judging anyone. 87 | 88 | 9. My colleague provides a variety of ways for people to comment on their work and decisions (such as email, videoconferences, written evaluations, and more) so they can use a form that helps them feel comfortable giving honest feedback. 89 | 90 | 10. When our team completes something significant, my colleague encourages us to reflect on what we've accomplished and discuss how we can improve. 91 | 92 | ## Collaboration 93 | 94 | 1. My colleague helps people on our team work through issues and disagreements to find the best solution, even if isn't the one they suggested. 95 | 96 | 2. My colleague involves the people affected by this decision throughout the process of making the decision. 97 | 98 | 3. My colleague facilitates collaborative decision-making wherever and whenever possible. 99 | 100 | 4. My colleague considers how the work we do will be used or built on by other groups who are invested in it (stakeholders, communities, networks, teams, partners, etc) to ensure its value and ease-of-use. 101 | 102 | 5. My colleague supports and clarifies the team's norms and expectiations for joint work as much as possible. 103 | 104 | 6. My colleague encourages people to initiate projects and continue their work together, not individually. 105 | 106 | 7. My colleague supports team or community building by taking advantage of successes to bring the group together in a way that reinforces its shared values. 107 | 108 | 8. My colleague empowers groups to arrive at timely and effective conclusions while accommodating members with different preferences or constraints. 109 | 110 | 9. My colleague coaches the team through disagreements by keeping us focused on our shared goals. 111 | 112 | 10. My colleague makes sure our team has the knowledge and resources we need to work together and succeed, with or without them. 113 | 114 | ## Community 115 | 116 | 1. My colleague puts the group's needs first by asking how they can support its collective goals. 117 | 118 | 2. My colleague makes sure everyone on the team feels comfortable and empowered to improve the team's work. 119 | 120 | 3. When our team makes a decision, comes to a conclusion, or defines a process, my colleague ensures we have documented that knowledge somewhere everyone can refer to it. 121 | 122 | 4. When my colleague makes decisions or act in ways that affects their teammates, they do so in a way that reflects the team's collective values and principles. 123 | 124 | 5. When my colleague builds a team, they ensure it's made up of people with all the skills and values we need to achieve our purpose. 125 | 126 | 6. When leading, my colleague models the kinds of behaviors team members expect from one another. 127 | 128 | 7. When new people join our team or working group, my colleague helps them understand the team's norms, processes, and preferences for working together. 129 | 130 | 8. When my colleague leads our team, they engage with group members by giving them advice, encouragement, or feedback, rather than telling them what to do. 131 | 132 | 9. When making a decision or leading a project, my colleague helps the group balance the team's overall goals with everyone's individual interests in order to build consensus wherever possible 133 | 134 | 10. My colleague recognizes the contributions all teammates make to our work, and helps us acknowledge work that could go unnoticed. 135 | 136 | ### Conclusion 137 | 138 | Thank you for completing this survey. We hope the data are useful to you as you work to become a more open leader. To learn more about open leadership and open organizations, visit [The Open Organization project](https://theopenorganization.org). 139 | 140 | --------------------------------------------------------------------------------