• Power sharing through delegation is weak — leaders are working one to two levels below where they should, and employees are not empowered to solve problems independently.

• Risk-taking generally is not supported, creating environments where innovation can be impeded.

• Feedback to employees is lacking. For high performers, this has been proven to be a key demotivator.

In general, leaders are rated positively along several dimensions in the 2011 survey, including:

• Communicating mission, vision and values.

• Modeling organization values.

• Setting and communicating clear goals.

• Promoting cooperation between groups and functions.

• Acknowledging performance.

• Making sound decisions (but not in providing clear context).

• Reflecting optimism and confidence.

• Supporting employee development.

A white paper with additional details on the 2011 survey and previous years’ findings is available for download at www.interactionassociates.com.

Source: Interaction Associates