Font size
WorksheetsLeadership
Total questions: 100
Worksheet time: 53mins
What fundamental element most distinctly separates leadership from mere managerial authority?
The specific amount of budget and financial resources allocated to the team.
The leader’s tenure within the organization and years of prior professional experience.
A leader’s strict reliance on formalized job titles and designated rank structures.
The ability to inspire and positively influence others toward a shared vision.
What is the primary and most strategic goal of implementing a regular leadership review process?
To justify immediate and permanent termination for all low-performing or underachieving managers.
To ensure that all leaders immediately receive the maximum possible annual performance bonus allowed.
To passively collect documented evidence in case a human resources investigation is necessary later.
To identify developmental needs and align leader performance with long-term organizational strategy.
The purpose of leadership extends beyond simple task completion to achieving what critical organizational element?
The strict enforcement of arbitrary and overly complex internal regulations that have no practical operational value whatsoever.
The elimination of all personal opinions and the promotion of a sterile, emotionally flat, and entirely compliant workforce.
The absolute suppression of all creative input from lower-ranking subordinates to maintain rigid control over information flow.
The cultivation of a positive, high-performance organizational culture that motivates discretionary effort and loyalty.
How does an organization best ensure that leadership reviews align with its overarching strategic goals?
By creating a completely separate, disconnected review process for every single department or team.
By relying solely on generic, standardized industry templates that lack any company specifics or context.
By focusing only on arbitrary activity metrics that do not directly contribute to the company's mission success.
By directly integrating core competencies tied to strategic objectives into the evaluation criteria.
Which skill is a defining core leadership competency related to the successful management of change and uncertainty?
The capacity to completely avoid all organizational conflict by strictly enforcing passive adherence to rules.
The ability to exclusively utilize only complex technical jargon during communication and official reports.
The skill of consistently micromanaging every single detail of a subordinate's routine daily workflow and output.
The characteristic of adaptability, encouraging resilience, and fostering innovation within the team.
When aligning a review with a goal of market growth, the evaluation criteria should focus on the leader's ability to do what?
Strictly minimize all travel expenses and training budgets, regardless of the potential professional costs and long-term business impact.
Maintain the exact same rigid internal organizational structure and departmental boundaries regardless of market conditions.
Effectively identify and pursue new business opportunities, adapt to changing market trends, and drive sustainable growth.
Avoid all risk-taking and innovation in favor of maintaining the status quo.
Which leadership review method utilizes feedback from an individual's peers, direct reports, and supervisors?
The one-on-one formal annual review that is conducted exclusively by the leader's own direct superior.
The standardized competency checklist where the leader assesses their own performance against static metrics.
The forced ranking system where leaders are compared and categorized strictly against their immediate peers in the organization.
The comprehensive and multifaceted technique widely known in industry as the 360-degree feedback system.
When constructing a review form, what is the key advantage of using behaviorally anchored rating scales (BARS)?
It eliminates the need for any subjective input by using only basic, numerical "meets expectations" checkboxes for assessment.
It ensures the form is so short and easy to complete that it requires absolutely no professional training or expertise whatsoever.
It allows reviewers to use vague, subjective terms like "good" or "average" without requiring specific, concrete evidence or examples.
It provides clear, measurable descriptions of specific, effective, and ineffective leadership behaviors as a standard.
For evaluating a leader's team development metric, which outcome is the most measurable and critical criterion?
The total number of non-essential recreational social events that the leader successfully organized for the department.
The overall physical cleanliness and neatness of the leader's personal office space and immediate surrounding desk area.
The arbitrary total count of unsolicited emails the leader sends out to their direct subordinates throughout the business week.
The documented rate of internal promotions and successful career progression of the team members they directly lead.
Which characteristic is the most effective and objective evaluation criterion for assessing a leader's decision-making skills?
The arbitrary speed at which the leader can complete all of their required administrative tasks and mandated forms during the business day.
The sheer volume of professional emails the leader successfully manages to send out to their subordinates in a single hour of work.
The leader’s personal and subjective rating of how much they subjectively enjoy the job compared to their previous professional assignments.
The consistency, safety, and measurable positive outcomes resulting from the decisions made under pressure.
What is the critical function of a comprehensive review form in the performance management process?
To act as a purely punitive tool designed to immediately justify the withholding of bonuses and necessary annual pay raises.
To solely focus on documenting minor, irrelevant details of a leader’s personal life and their subjective out-of-work hobbies and interests.
To serve as a confusing, overly complicated bureaucratic document that only a select few individuals in the organization can fully interpret.
To provide a clear, objective record of performance expectations, achievements, and areas for improvement for both the leader and their team.
What is the primary psychological benefit of a leader actively engaging in a thorough self-assessment before the formal review?
It provides the leader with a convenient opportunity to pre-emptively dismiss any potentially negative feedback from their supervisor.
It allows the leader to assign full accountability for any past mistakes to their direct reports or other external circumstances.
It creates a binding, official document that legally prevents the organization from issuing any negative performance review feedback.
It enables the leader to reflect on their own performance, identify blind spots, and foster personal accountability and growth.
When providing constructive feedback, the officer should primarily focus the discussion on what aspect?
The leader’s perceived and assumed negative intentions or personal character flaws that cannot be professionally verified.
Making broad, general statements about the leader’s failure to achieve arbitrary and poorly defined performance goals.
Comparing the leader unfavorably to their most successful peer and demanding immediate and total emulation of that person's style.
Observable, specific behaviors and the tangible impact those actions have had on the team and organizational outcomes.
The final step of turning insights into action following a review requires the leader to establish what?
A mandatory and inflexible commitment to maintaining the exact same leadership approach used in the previous evaluation cycle.
A detailed professional training plan that is solely focused on immediately gaining a higher-level professional certification or academic degree.
A formal grievance with the human resources department regarding any negative or critical feedback received during the review meeting.
A clear, measurable, and time-bound development plan that directly addresses the documented areas for personal growth.
When a leader commits to "Turning Insights into Action," the first tangible step must be centered on what specific area?
Immediately and completely blaming the subordinate who gave the most critical or negative feedback during the professional review process.
Demanding an immediate and significant change in the organizational policy or job description for all of the leader’s own subordinates.
Completely ignoring all the negative feedback received, focusing only on the positive comments, and immediately forgetting the rest of the review.
Identifying one or two priority areas for change and securing the necessary resources and support for professional development.
Which term describes a leader's ability to anticipate future challenges and guide the organization to prepare for them proactively?
Bureaucracy, which is an excessive focus on procedural rules and formal processes over practical results or efficiency.
Micromanagement, which is controlling every part of a task and discouraging independent action by subordinates.
Transactional Management, which is leading primarily through rewards and punishments tied to explicit contract terms.
Visionary Leadership, which involves setting a long-term direction and inspiring commitment to that strategic future.
What is the fundamental difference between a manager and a true leader in a high-performing team?
A manager is paid a higher salary than a leader and has the exclusive right to use the corner office on the top floor.
A manager primarily focuses on the creation of all official written reports, while a leader avoids all necessary documentation.
A manager strictly delegates all complex and technical tasks to subordinates, while a leader only handles simple administrative duties.
A manager administers and maintains systems, while a leader innovates and inspires trust and loyalty among the team.
What is the most critical outcome of effective leadership regarding employee retention and job satisfaction?
It ensures that all employees consistently receive maximum bonuses regardless of their individual or team performance metrics.
It guarantees that all employees will have the freedom to set their own personalized, unmonitored work-rest schedules entirely.
It allows employees to completely ignore all company policies and procedures that they personally disagree with or find inconvenient.
It fosters a supportive, engaging work environment where employees feel valued, challenged, and motivated to stay.
Which core belief is central to the concept of servant leadership within an organizational structure?
That a leader must demand absolute, unquestioning compliance and total professional deference from all subordinates at all times.
That the leader's main function is to strictly maximize the personal financial gain and professional power of the senior management.
That the leader's highest priority is to be recognized for impeccably maintaining and justifying their personal position of authority and rank.
That the leader's highest priority is to serve the needs, development, and well-being of their team and the wider organization.
When aligning a leadership review with an organizational goal of enhanced safety culture, which competency must be prioritized?
The leader's ability to completely eliminate all necessary safety training sessions and all mandatory emergency drills entirely.
The leader's focus on the absolute reduction of all administrative paperwork, even if it compromises vital record-keeping standards.
The leader's success in assigning all professional accountability for accidents or incidents exclusively to junior team members.
The leader's consistent commitment to compliance, proactive risk management, and modeling safe behaviors for the entire team.
What is the key competency that enables a leader to bridge differences and maintain harmony within a diverse, multi-functional team?
The strict adherence to a single, monolithic management style that completely ignores individual team member's unique needs or work styles.
The ability to publicly dismiss and ignore any disagreements or conflicts within the team, hoping they resolve themselves naturally.
The complete refusal to discuss any personal or professional differences, classifying all such dialogue as non-essential and non-work related.
Interpersonal sensitivity and advanced conflict resolution skills, fostering mutual respect and inclusion among all members.
A leadership competency focused on "Strategic Thinking" requires the reviewer to evaluate the leader's ability to:
Develop long-term goals and plans
Manage daily administrative tasks
Resolve interpersonal conflicts
Follow established procedures without deviation
Why is emotional intelligence (EQ) a mandatory core competency for effective leadership evaluation in the modern workplace?
It allows the leader to entirely suppress any display of emotion by their subordinates, ensuring a strictly logical and impersonal work environment.
It restricts the leader to only using logical, purely data-driven, and purely rational decision-making processes, regardless of human impact.
It primarily serves as a convenient measure of the leader's innate intelligence and pre-existing cognitive ability, which cannot be developed or changed.
It demonstrates the leader’s ability to understand their own emotions and those of others, managing relationships and motivating the team.
What is the primary disadvantage of relying solely on a "Manager-Only" leadership review method?
It requires the manager to spend too much personal time engaging in professional conversations and dialogues with their direct report.
It creates an overly democratic and disorganized review process where too many different and conflicting opinions are included for analysis.
It strictly restricts the final outcome to one perspective, making it difficult to give the leader any constructive feedback for personal improvement or growth.
It introduces a purely objective, data-driven analysis that strips out observable behavior, and ignores crucial input from peers and direct reports.
The use of Behavioral Incident Reporting as part of a review process serves what critical function?
To only record instances of extreme failure or gross professional misconduct by the leader being evaluated or reviewed.
To solely focus on documenting the leader's personality traits and subjective intentions rather than their verifiable actions or behaviors.
To immediately and automatically trigger a massive, organization-wide administrative audit of all financial and budgetary records.
To provide specific, factual examples of a leader's actions in real-world situations, enhancing the objectivity of the final assessment.
Which performance metric is most effective for objectively measuring a leader's success in "Delegation and Empowerment"?
The number of hours the leader spends in their personal office, avoiding interaction with all of their direct subordinates.
The frequency with which the leader personally intervenes to directly correct minor, insignificant errors made by junior team members.
The leader's consistent refusal to share any proprietary or sensitive information with any of their direct reporting subordinates at all.
The quantifiable reduction in the average time required for the leader's approval on routine decisions over a measurable period of time.
When evaluating a leader's "Communication Effectiveness," the review should focus on the measurable outcome of which process?
The leader’s personal preference for only using highly informal, colloquial language and slang in all professional written correspondence.
The total arbitrary length and overall complexity of the internal professional memos or reports generated by the leader in one month.
The practice of calibration meetings in the leadership review process is designed to achieve what primary goal?
To automatically adjust all leaders' performance scores to ensure every single person falls perfectly within the average range of metrics.
To allow individual reviewers to immediately discard any critical or negative feedback that they personally disagree with or find uncomfortable.
To force all leaders to strictly use the same exact descriptive language and phrasing when documenting their professional performance reviews.
To ensure consistency, fairness, and a shared standard in the application of performance ratings across all reviewing managers.
What is a key purpose of including a section for "Future Potential" on a leadership review form?
To officially restrict the leader to only considering lateral transfers or demotions for their next professional career move in the company.
To solely focus on predicting the leader's inevitable professional obsolescence due to the introduction of advanced technological changes.
To discourage the leader from seeking any external professional certifications or external academic degrees outside of the company's internal purview.
To assess the leader's capacity for growth, readiness for higher roles, and alignment with succession planning needs and requirements.
In a results-oriented review system, the primary evaluation weight should be placed on which aspect?
The Leader's arbitrary total attendance record for all non-essential and voluntary social events and recreational activities held by the organization.
The documented total number of formal committee meetings the leader has personally attended during the evaluation period time frame.
The subjective, unverified personal opinions and feelings the leader has about the company's overall operational mission or purpose.
Key Performance Indicators (KPIs) and measurable achievements that directly demonstrate the successful execution of strategic priorities.
A developmental review differs from a punitive review by emphasizing what core element?
The immediate, irreversible financial penalty that must be imposed on the leader for not meeting every single performance standard or metric.
The formal documentation required to immediately dismiss the leader from their position without any chance of subsequent professional appeal.
The strict focus on only the leader's past failures, errors, and shortcomings without any discussion of future potential or growth opportunities.
Constructive dialogue, goal setting for growth, and identifying resources for skill acquisition and ongoing professional improvement.
The process of conducting a self-assessment helps a leader mitigate what common human psychological bias in the review process?
The Recency Effect, which is the tendency to only recall and evaluate the most recent, immediate events and professional accomplishments.
The Halo Effect, which is the tendency for an overall positive impression in one area to influence all other ratings in the evaluation.
The Leniency Error, which is the tendency for a reviewer to provide universally high, undeserved ratings to avoid professional confrontation.
The Attribution Bias, by prompting the leader to examine internal factors for self-improvement and constructive feedback.
When delivering constructive feedback, the "sandwich technique" (positive-negative-positive) is often criticized for what flaw?
It always forces the feedback session to be too short, preventing the officer from giving all of the necessary documentation or details.
It exclusively relies on only focusing on the most negative and critical aspects of the leader’s performance, ignoring any positive achievements.
It makes the constructive criticism so aggressive and confrontational that the leader immediately becomes hostile and defensive and quits the job.
It can dilute the central message, causing the leader to focus only on the initial and final positive comments, thus missing the core issue.
A leader's self-assessment should focus on analyzing their decisions using which framework for maximum insight?
Only the decisions that resulted in immediate, overwhelming professional success, ignoring any decisions that resulted in minimal loss or failure.
Only the decisions that were made without any prior consultation with senior management, demonstrating personal professional autonomy.
Only the decisions that strictly adhered to the most rigid and traditional established protocol, regardless of the dynamic situation or context.
The rationale and process behind the decision, the measurable outcome, and what could be professionally done differently next time.
The SBI (Situation-Behavior-Impact) model is the preferred method for delivering feedback because it ensures the communication is what?
Highly theoretical and academic, requiring the recipient to possess an advanced professional degree to fully interpret the overall meaning.
Focused on the recipient's deepest psychological personality traits and immutable character flaws that cannot be changed or fixed.
Extremely vague and general, allowing the recipient to interpret the feedback in any way they personally find most convenient or comfortable.
Specific, objective, and clearly links the leader's observable actions to the measurable consequences experienced by the organization.
How can a leader best solicit honest feedback from their direct reports, especially in a rigid, hierarchical structure?
By strictly demanding that all subordinates only provide feedback that is universally positive and entirely complimentary of the leader's performance.
By insisting that all subordinate feedback must be verbally delivered in a public forum, creating high peer pressure and public accountability.
By making it very clear that any professional feedback that is critical or negative will immediately result in professional demotion or termination.
By creating confidential, anonymous channels for feedback and proactively demonstrating a receptive, non-defensive attitude when receiving it.
The objective of the "courageous conversation" component of a review is to address what specific type of performance issue?
Simple, minor administrative oversights that can be quickly corrected with a simple, friendly email reminder or automated notification message.
Complex technical failures that require the assistance of an external subject matter expert or a third-party professional consultant.
Any organizational challenges that are entirely outside of the leader's control, influence, or professional area of responsibility.
Deep-seated, sensitive, or persistent behavioral issues that are significantly hindering the leader's effectiveness and the team's performance.
The worksheet primarily involves setting SMART goals. What does the "R" in SMART stand for?
Radical, meaning the professional goal must be so immense and revolutionary that it immediately disrupts the entire organization's structure.
Repetitive, meaning the professional goal must be something the leader has already successfully accomplished multiple times in the past years.
Restrictive, meaning the professional goal must legally prevent the leader from engaging in any professional activities outside of their current job description.
Relevant, ensuring the development plan is directly related to the leader's specific job duties and the organization's strategic priorities.
Following a review, which action best demonstrates a leader's commitment to developmental accountability?
Immediately delegating all of the development plan's action steps and responsibilities to their direct subordinate team members.
Signing the review document, filing it away, and never revisiting or actively discussing the plan or its outcomes again with anyone.
Publicly criticizing the review's negative findings and officially demanding a completely new and more favorable performance review from a different manager.
Establishing regular check-ins with the supervisor to discuss progress, challenges, and necessary adjustments to the development plan.
When an evaluation reveals a weakness in "Empowerment," the leader's action plan should prioritize which type of training or resource?
An advanced technical course focused solely on complex computer programming or data analytics that has no relation to team management.
A mandatory seminar on advanced financial accounting and budgetary management, regardless of the leader's current departmental role.
A highly specialized course on a niche legal or regulatory compliance topic that has minimal impact on team management.
Coaching on delegation techniques, situational leadership models, and strategies for effective, constructive risk management.
What is the most effective way for a leader to measure the success of a development action targeting improved communication skills?
By simply asking their direct reports to confirm verbally that the leader "seems to be communicating much better now" after the training is completed.
By having the leader write a lengthy, personal reflective essay detailing their subjective personal feelings about the training's overall quality and content.
By strictly counting the total number of emails and formal written documents the leader generates and distributes to their team in a single month.
A measurable reduction in reported miscommunications, a decrease in repeated errors, and an increase in team members asking clarifying questions.
The process of "loop closure" in the review cycle emphasizes the importance of the leader doing what specific action regarding the process?
Ensuring that the leader personally signs the review document using a different colored ink than the supervisor to mark their personal dissent.
Making a public professional commitment to exclusively focus on only one single competency for the entirety of the subsequent evaluation cycle.
Immediately filing the official final review document in a secure, confidential location that is entirely inaccessible to the rest of the professional organization.
Revisiting the previous year's action items, documenting their completion status, and analyzing the measurable impact on professional performance.
Which term refers to the power of a leader that is derived from their specialized knowledge, skills, or expertise in a particular domain?
Referent Power, which is based on a follower's identification with or attraction
Expert Power, which is derived from specialized knowledge, skills, or expertise.
A transformational leader primarily uses which method to motivate their direct subordinates and entire team?
Strict reliance on detailed, punitive enforcement of all rules, regulations, and standardized internal compliance protocols.
Simple, periodic financial rewards and negative punishments tied to the immediate completion of short-term, transactional goals.
Frequent appeals to the team's immediate personal needs, selfish desires, and individual preferences for a better outcome.
Inspiration, intellectual stimulation, and individualized consideration aimed at elevating the team's personal well-being and moral standards.
The concept of "span of control" is a critical consideration during review when evaluating a leader's competency in what area?
The leader’s personal commitment to using only the highest-quality, most expensive, and technologically advanced office supplies and equipment.
The leader’s overall physical height and their natural ability to physically control and restrain disruptive or non-compliant subordinates effectively.
The leader’s professional preference for only using highly complex, multi-layered digital organizational software to manage all of their tasks and duties.
Delegation, time management, and the overall capacity to effectively supervise and coordinate the work of subordinates.
When a leader must be reviewed for their ability to foster ethical conduct, the evaluation criteria should examine what?
The total number of generic, mandatory online compliance training modules the leader has successfully completed in the past year's cycle.
The leader’s personal subjective opinion on the ethical behavior of their immediate professional superiors and other peer-level managers.
The strict adherence to unwritten, informal professional codes of conduct that are entirely unverifiable by official documentation or records.
The consistency between the leader's professed values and their actual decisions, and their modeling of moral courage and integrity.
Followership in the context of leadership review refers to the evaluation of the leader's success in cultivating what?
A culture where all subordinates immediately and passively conform to every single order without asking any clarifying questions whatsoever.
A workplace environment where team members constantly and publicly question the professional legitimacy of the leader's authority and rank.
A team where all subordinates are actively vying to professionally undermine and replace the current leader with a more popular choice.
Engaged, critical thinkers who support the vision, offer constructive dissent, and take initiative to contribute to the mission's success.
A leader's success in managing succession planning is best evaluated by which long-term, measurable metric?
The overall total weight and sheer physical bulk of the professional documentation and official paperwork that the leader generates annually.
The leader’s exclusive personal preference for only hiring individuals from a specific single academic institution or professional background.
The average number of days the leader personally spends on external, non-work-related activities each year.
The number of qualified, competent individuals who are prepared and willing to assume leadership roles when needed.
What is the main characteristic of a leader who is evaluated as having a high level of "Situational Leadership" competency?
The leader strictly adheres to one single, uniform management style regardless of the subordinate's professional competence or commitment level.
The leader always utilizes a highly dictatorial, top-down approach that completely disregards the input or professional expertise of the team members.
The leader primarily avoids making any management decisions whatsoever, relying entirely on the team to manage and lead themselves effectively.
The leader adjusts their management style, communication, and direction based on the specific readiness and needs of the individual subordinate.
The "Lencioni's Five Dysfunctions of a Team" framework is often used in leadership reviews to identify a core issue in what area?
The leader's personal proficiency with advanced technical software and complex data analytics platforms or systems.
The leader's strict adherence to the organization's overly complex, multi-layered internal auditing and accounting procedures and controls.
The leader's personal and subjective opinion on the overall quality of the food and general cleanliness of the organization's staff cafeteria.
The leader’s success in building team cohesion, fostering constructive conflict, and establishing a baseline of mutual trust and professional accountability.
When a leadership review highlights an issue with "Risk Aversion," the development plan should focus on what specific behavior modification?
Encouraging the leader to increase the volume of external, unnecessary professional communication and correspondence with stakeholders.
Mandating that the leader only hire subordinates who are equally as risk-averse as the leader is to maintain professional consistency and stability.
Completely restricting the leader to only participating in professional tasks that have been successfully accomplished many times in the past without failure.
Promoting calculated experimentation, learning from controlled failure, and empowering the team to make carefully considered, bounded decisions.
The evaluation of a leader's "Political Savvy" competency primarily assesses their ability to do what within the organizational landscape?
Manipulate and deceive external stakeholders and the general public regarding the organization's true financial health and overall operational status.
Completely avoid any and all engagement with professional peers or senior executives, maintaining a completely isolated professional focus.
Publicly challenge the formal authority of all professional superiors and constantly advocate for significant changes in the overall organizational structure.
Understand, navigate, and positively influence complex interpersonal relationships and unofficial power structures to achieve organizational goals.
A leader receiving highly positive, universally high ratings across all 360-degree feedback sources should be reviewed for what potential issue?
The possibility that the leader has been excessively punitive and overly critical of their direct reports and subordinates during the past year.
The likelihood that the leader has been completely inaccessible and professionally isolated from their team for the entire evaluation period.
The possibility that the leader has intentionally focused only on highly complex, difficult tasks that no one else in the organization can fully comprehend.
The potential for Leniency Error or the possibility that the leader is actively avoiding necessary constructive conflict or setting high expectations.
The core purpose of a "Stay Interview" (as opposed to an Exit Interview) in the leadership review context is to gather what specific information?
Documentation that legally proves that the leader has been engaging in professional misconduct or professional malpractice throughout the year.
The absolute, final, and irreversible reason why a particular high-performing subordinate has definitively chosen to immediately resign from the organization.
A list of all of the past mistakes and professional failures made by the leader's own senior-ranking superiors in the previous professional evaluation cycle.
Insights into what currently motivates and engages high-performing subordinates and to proactively identify any underlying factors that might lead them to leave.
Which statement accurately describes the function of "benchmarking" in the process of defining leadership evaluation criteria?
It involves strictly comparing a leader's performance only against the lowest-performing individual in the entire professional department or team structure.
It is the process of physically measuring the length and width of the leader's desk and office space against the overall organizational standards.
It necessitates that the organization strictly adhere to only the official professional standards and organizational policies of the most direct professional competitor.
It is the process of comparing internal performance metrics and core competencies against industry best practices and high-performing external organizations.
When a leader is evaluated on "Innovation," the reviewer should focus less on the number of new ideas proposed and more on what metric?
The total number of mandatory, formal organizational meetings the leader attended that were explicitly dedicated to the topic of new professional innovation.
The Leader's consistent refusal to try any new operational process or technological equipment, preferring only the established traditional methods of work.
The leader's ability to publicly criticize and professionally ridicule the new, innovative proposals and ideas put forth by their direct subordinates.
The successful implementation rate of creative solutions and the subsequent measurable impact those changes have had on efficiency or results.
The use of a "Force Ranking" system in leadership review is primarily criticized for what negative impact on organizational culture?
It prevents the organization from successfully identifying and immediately promoting its most talented and high-performing leaders to senior positions.
It ensures that the majority of the leaders receive universally positive, high professional ratings, making it difficult to justify any professional demotions or terminations.
It promotes a culture of excessive collaboration and teamwork, making it extremely difficult to isolate and reward truly exceptional individual professional performance.
It fosters internal professional competition, reduces necessary collaboration, and forces potentially high-performing leaders into lower, discouraged performance categories.
For the competency of "Time Management," an effective evaluation criterion would be the leader's success in what area?
The leader's insistence on immediately and constantly responding to every single professional email and communication the very minute it is received.
The leader's personal and subjective feelings about the total number of hours they personally worked during the entire professional evaluation period.
What is the fundamental requirement for "Learning Agility" to be an effective, measurable competency in a leadership review?
The leader's ability to demonstrate a complete and total, rigid adherence to a single, successful professional strategy or operational approach used in the past.
The leader's professional expectation that all formal learning and knowledge transfer must always be completely effortless and instantly acquired without struggle.
The leader's unwavering personal belief that all professional success is solely due to their own innate, unchangeable, and natural professional talent or aptitude.
That the leader is consistently placed in new, challenging situations that require them to adapt, learn, and apply knowledge from novel professional experiences.
The evaluation of a leader's "Stakeholder Management" competency should assess their success in achieving what specific outcome?
Completely isolating the team from all external professional parties, ensuring that only the leader interacts with anyone outside of the department or company.
Providing only the bare minimum of professional information to external stakeholders, ensuring that they remain completely unaware of all operational issues.
Manipulating the external stakeholders' perceptions to make them believe the leader's team is entirely responsible for all professional successes and positive outcomes.
Building and maintaining constructive professional relationships with key internal and external parties to secure necessary resources and support for the team's mission.
Which characteristic defines an "Authentic Leader," a type often sought after in leadership development plans?
A leader who consistently attempts to professionally imitate the visible leadership style and personal professional mannerisms of a well-known, famous executive.
A leader who openly and regularly shares every single personal detail of their private life and family challenges with every member of their professional team.
A leader who strategically adjusts their personal values and core beliefs to perfectly align with the subjective opinions and popular trends of the current time period.
A leader who acts in alignment with their deeply held values, builds legitimate trust, and leads with transparency and consistency of action.
The concept of a "T-Shaped Leader" is relevant to reviews when evaluating a leader's breadth of competency versus their depth in what area?
The leader’s personal proficiency in playing a variety of different musical instruments versus their ability to master one single, highly technical instrument.
The leader’s ability to completely ignore all professional communication from other departments versus their dedication to only communicating within their own team.
The leader’s professional preference for only using highly complex, multi-layered digital organizational software to manage all of their tasks and duties.
The leader’s deep technical expertise in one area (the vertical bar) coupled with broad collaborative skills across functions (the horizontal bar).
In the final review discussion, the officer should use reinforcement to encourage which type of leader behavior?
Positive leader behavior
Negative leader behavior
Passive leader behavior
Authoritarian leader behavior
Which of the following best describes a leader's positive operational behavior?
The leader's immediate decision to avoid and never repeat the successful operational strategies and professional actions that led to the team's previous positive outcomes.
The leader's tendency to completely ignore and downplay all of the professional achievements and positive outcomes of their most successful subordinates.
The leader's immediate and professional shift to only focusing on personal administrative tasks, completely avoiding all team-based operational duties entirely.
Specific, successful actions and behaviors that positively contributed to the team's or organization's goals, linking the behavior to the measurable positive results.
What is the purpose of conducting a "Pre-Review" meeting or discussion with the leader before the formal review documentation is finalized?
To completely eliminate the need for the formal, official annual review and all subsequent required administrative documentation or paperwork entirely.
To solely focus on documenting all the new, unforeseen organizational policies and high level technical regulations that were recently introduced and implemented.
To guarantee that the final review rating will be perfectly adjusted to align with the leader's own personal subjective assessment and desired professional outcome.
To allow the leader to prepare for the discussion, correct minor factual errors, and prevent the final formal session from containing any major professional surprises.
A leader who is consistently evaluated highly on the "Coaching" competency is most likely engaging in what core behavior?
Providing a constant stream of direct, immediate, and explicit instructions for every single stage of a subordinate's work output and workflow.
Immediately taking over and personally completing all of the complex professional tasks that a subordinate is currently struggling to finish or complete effectively.
Focusing solely on providing universal, generic professional praise and compliments without ever offering any specific, targeted feedback or suggestions for growth.
Asking guiding questions, encouraging self-discovery, and providing developmental support rather than simply giving immediate answers or quick, easy solutions.
What is the main drawback of relying on a "Checklist" style of leadership review form?
It forces the reviewer to use overly complicated and excessively technical language when assessing a leader's core professional competencies and skills.
It promotes a system of excessive professional micromanagement, requiring the reviewer to detail every single task the leader has successfully completed.
It creates a highly subjective review where the outcome is entirely dependent on the reviewer's personal feelings and subjective professional opinion.
It often fails to capture the essential nuance or specific context of complex leadership behaviors, reducing the evaluation to a simple, binary pass/fail decision.
When evaluating a leader's "Crisis Management" competency, the review should primarily focus on which key metric?
The leader’s ability to entirely avoid any mention or public discussion of the crisis event that occurred, attempting to completely erase it from the public record.
The total amount of money the leader spent on unnecessary professional communication and consulting fees during the most severe stages of the crisis event.
The total number of hours the leader spent on unnecessary professional communication and consulting fees during the most severe stages of the crisis event.
The leader’s immediate and professional response to the crisis event, focusing on the effectiveness and timeliness of the actions taken to resolve the situation.
The concept of "Vulnerability-Based Trust" is crucial for leadership reviews because it allows for what to occur within the team?
It enables the leader to openly and publicly criticize the professional failures and personal mistakes of their direct reports and subordinates without professional consequence.
It ensures that the leader will never have to admit to any professional mistakes or personal errors in front of their own direct subordinates or professional peers.
It mandates that all subordinates must immediately share every single detail of their private, personal life and family challenges with the leader for better professional understanding.
It permits leaders and team members to admit mistakes, ask for assistance, and engage in constructive conflict without fear of professional retribution or humiliation.
What is the primary purpose of a leader consistently utilizing a "Shadowing" or observation period as part of a review?
To passively spy on the leader, hoping to catch them engaging in unprofessional misconduct or minor violations of established company policy or procedure.
To completely eliminate the need for the leader to ever participate in any professional self-assessment or any formal annual review process again in their career.
To immediately and personally intervene and publicly correct every single minor error or slight mistake the leader makes during their routine daily workflow or output.
To collect objective, real-time data on the leader's observable behaviors, interactions, and decision-making processes in a natural professional environment.
Which professional competency focuses on a leader's ability to create an inclusive and supportive environment where all team members feel respected?
Technical Proficiency, which is the leader's specialized professional expertise and technical knowledge within their specific operational domain.
Financial Acumen, which is the leader's professional ability to manage and accurately interpret the organization's complex financial statements and budgeting records.
Operational Logistics, which is the leader's professional skill in planning, executing, and efficiently controlling the movement and storage of all goods and resources.
Diversity and Inclusion (D&I) Leadership, which is vital for maximizing team engagement, performance, and the retention of a broad, diverse talent pool.
When a review highlights a deficit in "Strategic Influence," the leader's action plan should focus on developing their proficiency in what area?
The leader's ability to completely avoid any and all necessary external professional communication and correspondence with stakeholders and industry peers.
The leader's tendency to only communicate using highly aggressive, confrontational, and demanding language and tone in all official professional correspondence.
The leader's professional preference for always utilizing a highly rigid, highly traditional, and purely hierarchical professional communication structure only.
The ability to articulate a compelling vision, negotiate support from senior leaders, and effectively persuade cross-functional professional teams to fully collaborate.
What is the term for a leader's personal, internal framework of beliefs and assumptions that directly guides how they perceive and respond to challenges?
Professional Skillset, which is the collection of learned abilities and professional technical knowledge required for the effective execution of all job duties.
Organizational Chart, which is the formal, visual representation of the overall professional structure and the official professional chain of command within the company.
Financial Ledger, which is the comprehensive record of all the financial transactions and monetary activities that the professional organization has ever officially conducted.
Mental Model, which must be actively reviewed and potentially adjusted to ensure it supports organizational objectives and promotes professional growth and adaptation.
The final meeting to discuss the development plan must be treated as a collaboration primarily to ensure what outcome?
To guarantee that the leader will immediately and personally take on all of the subsequent professional development steps and entire responsibility without any organizational support whatsoever.
To ensure that the leader feels fully justified in immediately disregarding any and all negative professional feedback or critical comments received during the formal review process.
To document the leader's absolute professional agreement to exclusively focus on only one single, highly technical competency for the entire subsequent professional evaluation cycle.
To create professional ownership and commitment from the leader, increasing the professional likelihood that they will actively follow through and successfully execute the established action items.
When evaluating a leader for "Courageous Followership," the criteria focuses on their ability to do what specific action?
To rigidly and absolutely insist on maintaining a single, consistent professional opinion, even when completely new and contradictory data is officially presented.
To instantly and passively accept every single directive or instruction from a superior officer without ever asking any clarifying professional questions or offering any professional input.
To avoid all professional confrontation and disagreement with a superior officer, regardless of whether the proposed professional plan is safe, legal, or even practically feasible.
To support the organizational vision while simultaneously constructively challenging unethical, unsafe, or poorly reasoned professional directives from their own superiors.
What is the main benefit of including "peer-to-peer" reviews within the comprehensive 360-degree feedback system for a leader?
It completely eliminates the need for the leader's direct supervisor to conduct any formal review or official evaluation of the leader's professional performance whatsoever.
It primarily focuses on documenting the personal subjective feelings and opinions that a professional peer has about the leader's family life and personal recreational hobbies.
It creates a high level of professional competition and internal rivalry among the peer group, making it easy to identify and eliminate the weakest professional performers on the team.
It provides unique, credible insights into the leader's collaborative effectiveness, cross-functional influence, and professional relationship-building.
The effectiveness of a leader's "Delegation" competency should be judged less by the volume of tasks assigned and more by what crucial factor?
The total number of hours the leader spends physically writing out all of the complex professional instructions and detailed assignments for the direct subordinate team members.
The leader's tendency to assign every single professional task, regardless of its importance or complexity, to only the single most junior and least experienced subordinate team member.
The leader's consistent refusal to ever provide any professional resources, training, or support to the direct subordinate team members to help them successfully complete the new professional tasks.
The measurable, successful completion rate of the delegated tasks, the appropriate matching of the tasks to the subordinate's professional skill level, and the subsequent overall development of the subordinate.
The "After Action Review (AAR)" method, often used in military or emergency response, is a valuable informal leadership review tool because it focuses on what specific element?
The official, mandated punishment that must be immediately imposed on the individual leader who was primarily responsible for the professional failure or operational mistake.
The establishment of a lengthy, complex, and overly detailed administrative audit of all of the professional resources and financial expenditures utilized during the event.
The immediate identification of all of the organizational factors and external circumstances that were entirely outside of the leader's professional control or influence during the event.
A structured, honest, and non-judgmental analysis of "what was supposed to happen," "what actually happened," "why," and "what can be learned" for the entire team's future professional improvement.
A leader whose review shows high marks in "Empowerment" but low marks in "Accountability" may need development focusing on what specific professional skill?
The leader's ability to completely restrict all professional communication from their direct subordinates, preventing any unnecessary professional interruptions or questions.
The leader's tendency to immediately and professionally assume full, complete responsibility for every single error, failure, and mistake made by any member of their direct subordinate team.
The leader's professional preference for only assigning highly complex and vague professional tasks that have no clear, definable, or measurable professional completion metric or objective.
Establishing clear, measurable performance standards, providing objective feedback, and implementing professional consequences for consistently missed commitments.
The most significant benefit of linking leadership development to the formal review process is the increased ability to demonstrate what to the employees?
The company's immediate and professional willingness to simply hire external candidates for all senior-level professional roles and professional positions of authority.
The company's commitment to immediately and personally intervene in all personal professional conflicts and subjective disputes that arise between the direct subordinate team members.
The company's unwavering professional belief that only external, expensive professional training programs and professional certifications are truly valuable for personal professional growth.
A leader who is consistently rated highly for "Modeling Behavior" is effectively achieving what important goal?
Ensuring that all direct subordinates immediately and precisely mimic every single personal habit, subjective opinion, and professional action of the senior leader without any critical thought whatsoever.
Publicly demanding a level of professional conduct and ethical adherence from their direct subordinates that the leader themselves rarely, if ever, consistently meets or maintains in their own professional life.
Completely isolating themselves from the direct subordinate team members to maintain an aura of professional mystery and professional authority, making their personal conduct entirely opaque and unobservable.
Setting the standard for professional conduct, work ethic, and adherence to company values by consistently demonstrating the desired behaviors in their own visible daily professional actions.
When designing a metric for a leader's "Innovation Management," the focus should be on measuring the success of what key organizational process?
The Leader's ability to immediately and publicly dismiss every single new professional idea or innovative proposal put forth by a direct subordinate or professional peer.
The Leader's commitment to entirely avoiding any and all professional risks whatsoever, strictly favoring only the use of well-established, decades-old, and perfectly safe professional operational procedures.
The total volume of generic and entirely untraceable professional suggestions submitted by the subordinate team members into the anonymous digital suggestion box during the professional evaluation cycle.
The implementation of a clear, structured professional process for actively gathering, evaluating, piloting, and successfully scaling new professional ideas across the organization.
A leader whose review highlights an issue with "Feedback Receptivity" needs development focused on overcoming what core psychological barrier?
The belief that any professional feedback is inherently a personal and professional attack on their own innate, unchangeable, and natural professional talent or personal character.
The leader's professional commitment to only accepting positive professional praise and complimentary statements from a supervisor or professional peer, completely rejecting all forms of professional criticism.
The leader's professional preference for only using highly formal, written professional communication, thus making any verbal professional feedback or critical comments entirely irrelevant and easily dismissed.
The natural human tendency toward professional defensiveness, enabling them to listen actively, seek to understand, and separate the critical feedback from their own personal self-worth or value.
The most crucial element that a written review document provides to the overall professional process is what?
The complete elimination of any need for a subsequent, formal professional discussion or verbal conversation between the leader and their direct supervisor regarding the professional performance evaluation.
The formal, documented legal proof that the leader has definitively failed to meet the majority of their professional goals and organizational expectations during the past professional evaluation cycle.
The subjective, unverified personal opinions and feelings of the direct supervisor regarding the leader's personal life and subjective out-of-work experiences.
The objective, documented professional record of the leader's performance, achievements, and areas for improvement, serving as a reference for future professional development and evaluation cycles.
In the context of a leadership review, "Managing Up" is a critical competency that involves the leader's ability to achieve what specific outcome?
The Leader's professional tendency to publicly criticize and professionally undermine the legitimate professional authority of their own senior-ranking superiors in the organization's formal hierarchy.
The leader's commitment to completely isolate their direct senior-ranking superior from all professional information and professional data regarding the daily operations of the direct subordinate team.
The Leader's professional insistence on only communicating using aggressive, confrontational, and demanding language and tone in all professional correspondence with their own direct senior-ranking superior.
Proactively communicating professional challenges, managing their own direct superior's professional expectations, and providing necessary, relevant professional information to inform senior-level professional decision-making effectively.
Which professional attitude is essential for a leader to maintain a "Developmental Mindset" throughout the entire annual review cycle?
The unwavering personal belief that all professional success is solely due to their own innate, unchangeable, and natural professional talent or personal aptitude that cannot be further improved or developed.
The professional tendency to consistently and publicly assume that only external, expensive professional training programs and professional certifications are truly valuable for meaningful professional growth.
The leader's commitment to strictly avoiding any professional tasks or operational duties that are considered to be personally challenging or professionally difficult for them to successfully complete or execute effectively.
The view that professional competence is dynamic, that effort and strategy lead to growth, and that all feedback—even critical—is a valuable professional opportunity for continuous learning and self-improvement.
A leader's success in promoting "Psychological Safety" within their team is best measured by which observable metric?
The Leader's ability to completely eliminate all internal professional conflict and disagreement among the direct subordinate team members throughout the entire professional evaluation cycle.
The total number of mandatory, formal organizational meetings the leader successfully canceled or entirely avoided during the past professional evaluation period.
The leader's tendency to solely focus on documenting the team's professional successes and positive outcomes, entirely avoiding any discussion of professional failures, errors, or mistakes.
The measurable rate at which direct subordinate team members voluntarily report professional errors, speak up with professional concerns, or offer professionally constructive dissent without fear of professional penalty or subsequent public humiliation.
What is the most significant drawback of a "Recency Bias" affecting a leadership review process?
It prevents the direct supervisor from ever accurately recalling or officially documenting any professional performance data that occurred more than two full weeks prior to the formal review date.
It forces the direct supervisor to place an overly disproportionate amount of professional weight and focus on the leader's earliest professional accomplishments and failures.
It causes the direct supervisor to focus exclusively on the leader's recreational hobbies or interests.
A consistent, historical, and actionable record of performance, development goals, and professional expectations that serves as a fundamental reference for future professional reviews and career progression planning.
A leader utilizing the "Stop-Start-Continue" framework during a post-review action planning session is prioritizing what specific type of professional action?
The establishment of a lengthy, complex, and overly detailed administrative audit of all of the professional resources and financial expenditures utilized during the previous professional evaluation period.
The leader's commitment to immediately and personally intervene in all personal professional conflicts and subjective disputes that arise between the direct subordinate team members immediately after the review is completed.
The leader's public professional commitment to exclusively focus on only one single competency for the entirety of the subsequent professional evaluation cycle, entirely neglecting all of the other professional competencies and skills.
Identifying professional behaviors to eliminate, new professional behaviors to adopt, and successful professional behaviors to sustain for continuous and measurable professional performance improvement.
When a leader is being reviewed on their "Decisiveness," which aspect of their decision-making process is the most crucial to evaluate objectively?
The leader's personal and subjective feeling of immediate professional confidence they personally experienced immediately after the decision was officially made and announced.
The total number of professional committee meetings and formal professional discussions the leader organized and personally attended before the final decision was officially made and announced.
The leader’s tendency to strictly adhere to the first available professional option or suggestion presented, regardless of the quality of the supporting professional data or the professional expertise of the source.
The measurable professional timeliness of the decision, the effective communication of the rationale behind the final choice, and the overall quality and measurable professional outcome of the implemented solution.
The concept of "Organizational Justice" is fundamental to a fair leadership review process because it requires the review to ensure what?
That the final professional rating and professional feedback are entirely determined by the personal subjective opinion and professional preference of the highest-ranking professional officer or executive in the organization's formal hierarchy.
That the entire leadership review process is designed to be intentionally confusing and overly complicated, thereby preventing the leaders from ever fully comprehending their own final professional performance rating or evaluation.
That the final professional review document is completely devoid of any specific, measurable professional feedback or any tangible professional evidence, making the final professional rating entirely arbitrary and unchallengeable.
That the review process is transparent, the evaluation criteria are consistently applied to all leaders, and the resulting professional outcomes are perceived as professionally equitable and free from personal professional bias or prejudice.
A leader's success in managing "Cross-Functional Collaboration" is best measured by which key performance indicator (KPI)?
When designing a specific metric for a leader's "Personal Resilience," the review should focus on their ability to do what specific action?
The leader's professional tendency to completely avoid any professional tasks or operational duties that are considered to be personally challenging or professionally difficult for them to successfully complete or execute effectively.
The total number of mandatory, formal organizational meetings the leader successfully canceled or entirely avoided during the past professional evaluation period, citing personal professional stress or subjective discomfort.
The leader's personal and subjective feeling of immediate professional confidence they personally experienced immediately after successfully navigating a highly stressful professional event or critical operational challenge.
The speed and professional effectiveness with which they professionally recover from significant professional setbacks, maintain their professional composure under extreme operational stress, and consistently sustain their professional focus and professional performance quality.
The concept of "Performance Shaping Factors" in a leadership review requires the review to focus on which specific factor when evaluating a leader's results?
The leader's personal and subjective feelings about the overall quality of the organization's staff cafeteria food and the general cleanliness of the organization's physical workplace environment.
The total number of official, formal, written professional complaints that the leader has personally filed against their own senior-ranking superiors or professional peers during the past professional evaluation cycle.
The leader's professional commitment to exclusively focus on only one single, highly technical competency for the entirety of the subsequent professional evaluation cycle, entirely neglecting all of the other professional competencies and skills.
The external operational constraints, available professional resources, and environmental circumstances that significantly influenced or professionally impacted the leader's ability to achieve their assigned professional goals and required professional objectives.
What is the fundamental requirement for a leadership review form to effectively capture a leader's professional development over time?
The form must be completely redesigned and all the professional competencies and professional metrics must be entirely changed at the start of every single new professional evaluation cycle to prevent professional predictability and professional complacency.
The form must exclusively rely on only vague, subjective professional terms and professional descriptions that are entirely open to personal professional interpretation and professional preference, thereby ensuring maximum professional flexibility.
The form must be intentionally designed to be so lengthy and overly complex that only a select few individuals in the organization can fully comprehend or successfully complete the entire professional review document in a single sitting.
The form must utilize consistent, standardized core professional competencies and professional metrics that allow for direct, comparative professional data.
A leader who is consistently rated highly for "Inspirational Motivation" is effectively using their professional influence to achieve what specific outcome?
The leader's professional tendency to solely focus on providing simple, periodic financial rewards and negative punishments tied to the immediate completion of short-term, transactional goals to their direct subordinate team members.
The leader's professional commitment to strictly adhering to only a highly rigid, highly traditional, and purely hierarchical professional communication structure, thereby ensuring maximum professional control and professional compliance from the direct subordinate team members.
The leader's professional ability to immediately and personally intervene and publicly correct every single minor error or slight mistake the direct subordinate team members make during their routine daily workflow or output.
The leader's ability to articulate a clear, compelling, and professionally valuable vision that instills enthusiasm, fosters professional belief, and ultimately motivates the direct subordinate team members to professionally commit to achieving more than their simply mandated or contractually required professional duties.
Which term accurately describes the case of a leader proactively setting their own challenging professional goals, independently tracking their professional performance against those goals, and adjusting their professional strategy accordingly?
External Professional Attribution, which is the tendency to assign all professional successes and professional failures to external professional factors that are entirely outside of the leader's personal professional control or influence.
Learned Professional Helplessness, which is the psychological state where a leader professionally believes that all professional outcomes are entirely predetermined and therefore entirely unavoidable, leading to a complete lack of professional effort or professional initiative.
Professional Entitlement, which is the professional belief that the leader is inherently owed professional success and professional rewards simply because of their professional title or professional rank, regardless of their actual professional performance or professional contribution.
Self-Regulation (or Self-Monitoring), which is a critical professional competency for professional growth, professional accountability, and the continuous, independent professional improvement of the professional leadership performance.
What is the main benefit of including a section for "Resource Utilization" on a leadership review form?
The professional commitment to immediately and personally intervene in all personal professional conflicts and subjective disputes that arise between the direct subordinate team members immediately after the review is completed.
The leader's professional tendency to publicly criticize and professionally undermine the legitimate professional authority of their own senior-ranking superiors in the organization's formal hierarchy.
The leader's professional preference for only using highly complex, multi-layered digital organizational software to manage all of their tasks and duties, regardless of the overall cost or complexity of the software system.
To evaluate the leader's professional efficiency in managing and allocating the professional team's available budget, professional time, and physical professional assets to maximize the return on the organization's professional investment and achieve the required professional operational outcomes.
Focusing on which specific professional skill?
The leader's professional tendency to solely focus on providing only simple, periodic financial rewards and negative punishments tied to the immediate completion of short-term, transactional goals to their direct subordinate team members.
The leader's professional commitment to strictly adhering to only a highly rigid, highly traditional, and purely hierarchical professional communication structure, thereby ensuring maximum professional control and professional compliance from the direct subordinate team members.
The leader's professional preference for only using highly informal, colloquial language and slang in all professional written correspondence, regardless of the official nature of the professional communication or the professional audience.
Translating the organization's high-level professional mission and strategic professional goals into clear, relevant, and motivating professional objectives that directly resonate with the daily professional work and professional contributions of every single individual team member.
The most effective way for a leader to demonstrate "Ownership of the Review Process" is by taking what specific action?
The leader's professional tendency to solely focus on providing simple, periodic financial rewards and negative punishments tied to the immediate completion of short-term, transactional goals to their direct subordinate team members.
The leader's professional commitment to immediately and personally intervene in all personal professional conflicts and subjective disputes that arise between the direct subordinate team members immediately after the review is completed.
The leader's professional preference for only using highly formal, written professional communication, thus making all verbal professional feedback or critical comments entirely irrelevant and easily dismissed.
Conducting the professional discussion with a thoughtful self-assessment, actively listening to the professional feedback, and immediately following through on the subsequent established professional development plan action items.
