Self reflection for team leaders
Do I build a performance development culture?
This questionnaire focuses on the key capabilities that team leaders demonstrate in a performance and
development culture.
It provides a tool for team leaders to use as they reflect on their own performance and supports the
identification of areas for development. Team leaders may also choose to use this tool to ask team
members to rate their leadership. The team leader can then collate the ratings given by team members
and identify areas that should be the focus of their leadership development.
How to use this tool
 For each question, rate yourself/your team leader using the following scale of 0 to 5.
0 = never, 1 = very rarely, 2 = occasionally, 3 = sometimes, 4 = often, 5 = always
Questionnaire
As a team leader, I:
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
Encourage the use of performance and development plans.
Discuss development possibilities with team members.
Further my own development.
Consider benefits to the team member first when discussing options for
professional development and support.
Use team members’ professional work goals first when considering
professional development and support options.
Plan for members of my team to learn together.
Involve team members in the formation of team goals.
Start with the goals and objectives of the school or work unit in identifying
professional development and support needs.
Encourage and support team members in spending their own time on
learning.
Make a case for more time and resources for team members’ professional
development.
Seek ways in which team members can access accredited programmes or
have prior learning recognised.
Encourage development of capabilities other than skills and knowledge.
Debrief team members after professional development or support to
encourage on-the-job application and integration of learning.
Find time to have team away days.
Review the team’s results as a team activity in order to find ways to
improve.
Link professional development and support to job descriptions.
Provide information on professional development and support opportunities
for all members of the team.
Score
18
19
20
21
22
23
24
Coach or mentor members of the team.
Value qualifications and accreditation when delegating responsibilities.
Find time to release members of my team to undertake professional
development either alone or together.
Support team members in learning that builds on agreed contributions to
team and school or work unit goals.
Review how we perform as a team together and encourage discussion on
team performance.
Encourage comparisons with the performance of similar teams.
Annually review how our team performance contributes to school or work
unit goals and deliverables.
Scoring
1. In the table below place your score against the relevant questionnaire number, for example, if your
score for number 1 in the questionnaire was 5, you would place 5 against the number 1 in the table
below.
2. Add up your scores across the columns and write the total in the last column.
3. Looking at your lowest score reflect on your strategies in this area. For example, if your score was
low for ‘Helping team members to be responsible for their own learning’ this may be a capability area
you need to develop.
Strategy for leading ideas in continuing
professional development
Helping team members to be responsible
for their own learning.
Score for
question
1 - (your
Score for
question
Score for
question
9-
17 -
2-
10 -
18 -
Accreditation via capability frameworks.
3-
11 -
19 -
Emphasis on the individual’s development.
4-
12 -
20 -
Linking learning to work.
5-
13 -
21 -
Focus on group or team learning.
6-
14 -
22 -
Focus on team performance.
7-
15 -
23 -
Linking learning to organisational goals.
8-
16 -
24 -
Central role of team leader in staff
development.
Performance and development tools
Total score
score here)
2 of 2