Leadership has the power to encourage motivation and vitality – but unfortunately, it can also do the opposite. It’s an incredibly important discipline, but also a complex one that requires self-reflection and continuous training.
With the Leadership factor survey, leaders and organizations gain a valuable tool for ongoing development. The leadership survey in GAIS explores various aspects of leadership in depth, providing leaders with meaningful feedback to avoid leading in the dark.
At the same time, employees are offered a legitimate channel to share feedback, rather than resorting to backchannel conversations by the coffee machine.
Track development over time
Using surveys as a tool for leadership development allows you to monitor progress over time. The GAIS platform enables you to conduct multiple surveys in a series, helping track focus areas and emerging trends for both individual leaders and leadership as a whole within the organization.
GAIS surveys and factor surveys
Our overall motivation at work is influenced by a wide range of factors. A classic GAIS survey measures the seven most important factors of motivation at work, giving you a broad overview of employee well-being and engagement across these factors.
Similarly, just as a GAIS survey maps out the key drivers of motivation, a factor survey allows you to deep-dive into a specific factor and uncover the underlying dimensions that make it up. This offers a more detailed view of where within the factor attention and action are needed.
4 dimensions of Leadership and an extra catalogue
The leadership survey includes 20 mandatory questions, divided across four leadership dimensions. These dimensions are particularly impactful in promoting employee motivation.
The four dimensions are:
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- Involvement and autonomy: The experience of freedom and trust from one’s immediate manager, and being involved in decisions and changes.
- Attention and feedback: The experience of recognition and feedback from the immediate manager, and whether the leader pays attention to individual employee needs.
- Direction and meaning: The sense of connection between the organization’s purpose and the employee’s own contribution, and the leader’s ability to set clear direction and meaningful goals.
- The leader as a role model: The experience of the immediate leader as fair and trustworthy – and confidence in their leadership competence and professionalism.
In addition to the 20 core questions, you can choose from an optional catalogue of 20 extra questions across four themes: 1) Collaboration within and outside the team, 2) Development and innovation, 3) Psychological safety and 4) The top-level leader
See the full questionnaire and catalogue here.
Built on research
The Leadership factor survey is built on research, practical insights, and the ongoing work of Job Satisfaction Knowledge Centre, which has conducted several representative studies on leadership.
