The following questions are answered multiple choice with one of four responses:

  • Never: never almost never true of your current work environment
  • Sometimes: sometimes true of your current work environment
  • Often, often true of your current work environment
  • Always: always or almost always true of your current work environment

1. I have the freedom to decide how I am going to carry out my projects
2. I feel I am working on important projects
3. I have too much to do in too little time
4. This organization is strictly controlled by upper management
5. My area of this organization is innovative
6. My coworkers and I make a good team
7. The tasks in my worker are challenging
8. In this organization there is a lively and active flow of ideas
9. My supervisor clearly sets overall goals for me
10. There is much emphasis in this organization on doing things the way we have always done them
11. I have sufficient time to do my projects
12. I feel considerable pressure to meet someone else’s specifications on how I do my work
13. Overall this organization is effective
14. Overall the people in this organization have a shared vision of where we are going and what we’re trying to do
15. There’s a feeling of trust among the people I work with most closely
16. People this organization are very concerned about protecting their territory
17. There too many distractions from project work in this organization
18. New ideas are encouraged in this organization
19. Within my workgroup we challenge each other’s ideas in a constructive way
20. There is destructive competition within this organization
21. My supervisor has poor interpersonal skills
22. Performance in this organization is fair
23. I do not have the freedom to decide what projects I’m going to do
24. There are many political problems in this organization
25. People in my workgroup are open to new ideas
26. The facilities I need for my worker readily available to me
27. Supervisor serves as a good role model
28. In this organization top management expects of people will do creative work
29. In my workgroup people are willing to help each other
30. Procedures and structures are too formal in this organization
31. There are unrealistic expectations for what people can achieve in this organization
32. Generally I get the resources I need for my work
33. My supervisors expectations for my projects are unclear
34. People are quite concerned about negative criticism of their work in this organization
35. People are recognized for creative work in this organization
36. The tasks in my work call out the best in me
37. My supervisor plans poorly
38. The organization has an urgent need for successful completion of the work I am now doing
39. People in this organization feel pressure to produce anything acceptable even if quality is lacking
40. There’s an open atmosphere in this organization
41. There is a good blend of skills in my workgroup
42. Ideas are judged fairly in this organization
43. Top management does not want to take risks in this organization
44. In my daily work I feel a sense of control over my own work and of my own ideas
45. Failure is acceptable this organization if the effort on the project was good
46. The budget for my projects is generally adequate
47. My area of this organization is creative
48. My area of this organization is productive
49. People are encouraged to solve problems creatively in this organization
50. People are rewarded for creative work in this organization
51. My supervisor supports my workgroup within this organization
52. Overall my current work environment is conducive to my own creativity
53. I feel challenged by the work I’m currently doing
54. My area of this organization is effective
55. A great deal of creativity is called for in my daily work

56. People of this organization can express unusual ideas without the fear of being called stupid
57. I can get all the data I need to carry out my projects successfully
58. The people in my workgroup are committed to our work
59. My supervisor does not communicate well with our workgroup
60. I get constructive feedback about my work
61. This organization has a good mechanism for encouraging and developing creative ideas
62. People are encouraged to take risks in this organization
63. Have trouble getting the materials I need to do my work
64. I feel the top management is enthusiastic about my project
65. Overall this organization is productive
66. People are too critical of new ideas in this organization
67. There is free and open communication within my workgroup
68. My supervisor shows confidence in our workgroup
69. Overall my current work environment is conducive to the creativity of my workgroup
70. I feel sense of time pressure in my work
71. Overall this organization is efficient
72. My supervisor values individual contributions to projects
73. My supervisors open to new ideas
74. My area of this organization is efficient
75. The information I need for my work is readily obtainable
76. I believe I am currently very creative in my work
77. Other areas of the organization hinder my project
78. Destructive criticism is a problem in this organization

Appendix 2. Script for Strategic Planning Meetings

When calling individuals together for strategic planning meetings the following introductory script has been found useful:

As you are well aware, we are accelerating change and I need your input prior to finalizing our strategy and implementation plans. I believe there is an opportunity for us to improve our understanding of the way we implement change.

This session is intended to be the first in a series of dialogues to help us clarify the assumptions, programs, and responsibilities underlying the implementation of our key strategies. We have the view that only through the input from a larger group can we execute our changes in programs in a coherent and unambiguous way. The purpose of this two-day session is to gain understanding of each other’s view by thinking through the major issues facing us at this time.

The session is not an attempt to make decisions as much as a setting to examine directions in the assumptions underlying them.

We have a second goal. This is to be together as colleagues, leaving all our roles and positions the door. In this talent we should consider ourselves equal to still have the substantial of knowledge of the situations we are considering.

We see this meeting as the first step toward establishing an ongoing substantial dialogue among us. Our experience shows that to engage in dialogue takes practice, and we should expect to be learning how to do this in the session. Several ground rules are helpful and we invite you to participate by following these as much as you can.

1. Suspension of assumptions. Typically people take a position and defend it, holding to it. Others take up the opposite positions and polarization results. In this session, we would like to examine some of our assumptions underlying our direction and strategy and not seek to defend them.
2. Acting as colleagues. We are asking everyone to leave his or her position of the door. There will be no particular hierarchy in this meeting, except for the facilitator, who will, hopefully, keep us on track.
3. Spirit of inquiry. We would like to have people free to explore the thinking behind their views, the deeper assumptions they may hold, and the evidence they have that leads them to these views. So it will be fair to begin to ask other such questions as “what leads you say or believe this?” Or “what makes you ask about this?”