Research & Development / Return on Investment Survey

Find out how well your time, energy, and financial investments are set up to succeed with these four brief surveys.

Take however many you’d like – one, two, three, or all four. You will receive the results through email.

Please enter a value between 1 and 5 for each of the questions.
5 = Exceptional 4 = Good 3 = Fair 2 = Problematic 1 = Roadblock

Self Assessment Tool

Please enter a value between 1 and 5 for each of the questions below.
There are 4 surveys below; complete as many as you would like, then scroll to the bottom and click submit.

How Your Teams and Groups Function
Our group conversations are generally focused, and proceed at a pace such that everyone is heard, and we don't leave perspectives or ideas unexplored.
Please enter a number from 1 to 5.
Our conversations and meetings are safe places for uncertainty, ambiguity, and learning.
Please enter a number from 1 to 5.
Each of us knows when – and how – to ask for help, and are not penalized for doing so.
Please enter a number from 1 to 5.
There is very little fear of having one's ideas and contributions "poached" or attributed to someone else.
Please enter a number from 1 to 5.
If I have a new idea, I know which stakeholders are important, and how to get them on board, whether through my own actions or influencing the actions of others.
Please enter a number from 1 to 5.
We generally have the skills we need to recognize and handle internal disagreements and "tough" conversations.
Please enter a number from 1 to 5.
Team members know how and when to get the information they need for a project they are part of.
Please enter a number from 1 to 5.
When a project team is faced with a challenging issue or choice, we attempt to make a decision that reflects the input of the entire team.
Please enter a number from 1 to 5.
Individual styles, temperaments, and preferences are recognized and honored, as long as they support a collaborative, healthy workplace.
Please enter a number from 1 to 5.
Our conversations and meetings are energetic, well planned, and result in alignment on clear next steps.
Please enter a number from 1 to 5.
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Total (out of a possible 50)
How Your R&D Organization Functions Internally
I know what behaviors and results are expected of me to encourage, support, and drive innovation.
Please enter a number from 1 to 5.
Our organization has a vision for innovation that is understandable, compelling, actionable and reinforced.
Please enter a number from 1 to 5.
Our organization has the right sense of urgency regarding innovation.
Please enter a number from 1 to 5.
The process for evaluating new ideas and potential projects is clear, fair, and reasonably paced.
Please enter a number from 1 to 5.
Our junior people are able to access the knowledge and information they need, and are supported and mentored by more senior colleagues.
We surface and explore new ideas from multiple sources, and see vigorous conversation as a natural part of the innovation process.
Please enter a number from 1 to 5.
Our experts provide the right technical help when asked for it, as quickly and efficiently as possible, and check to make sure that their help is useful.
Please enter a number from 1 to 5.
There is little or no stigma attached to being on an innovation project that failed or was cancelled.
Please enter a number from 1 to 5.
Mistakes, set-backs and failures are seized upon as opportunities to learn, improve and build the knowledge base for future innovations.
Please enter a number from 1 to 5.
When we need to improve the collaboration between R&D and another function, our senior managers encourage those involved to resolve it on their own, but will step in and help fairly when needed.
Please enter a number from 1 to 5.
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Total (out of a possible 50)
How Your R&D Organization Functions With Others
Our scientists and technologists have experience with market-facing roles or key customer interface opportunities.
Please enter a number from 1 to 5.
We rarely have power struggles across functions when it comes to innovation ideas or projects.
Please enter a number from 1 to 5.
We usually anticipate, acknowledge, and successfully address the key concerns of individuals and groups outside of R&D.
Please enter a number from 1 to 5.
We take time to explore the viewpoints, ideas, and perspectives of associates in other functions.
Please enter a number from 1 to 5.
Groups working outside, but parallel to, an innovation project know how and when to get the information they need about the project.
Please enter a number from 1 to 5.
Our project leaders are up to date on work being done elsewhere in the organization that may be relevant to, or impact, their projects.
Please enter a number from 1 to 5.
I know that when I disagree or have a different idea with someone at a higher level on an innovation project, my ideas and concerns will be heard and appropriately vetted.
Please enter a number from 1 to 5.
Our group members routinely and effectively include marketplace awareness, financial considerations, and other "non-technical" factors in decisions.
Please enter a number from 1 to 5.
When a problem reaches across functions, we recognize and address it quickly, with an orientation toward solutions and learning rather than avoidance and pointing fingers.
Please enter a number from 1 to 5.
Success is celebrated broadly and widely, and recognition easily crosses organizational boundaries.
Please enter a number from 1 to 5.
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Total (out of a possible 50)
How Your Leadership Behaviour Encourges and Enables Innovation
There are four areas of activity and behavior here.
1. Generative Conversations – influencing the interactions that lead to innovation
2. Learning and Support – Encouraging growth and safety as people extend themselves into new territory
3. Optimism/Resilience/Professionalism – influencing the climate in less tangible ways
4. Differences of Opinion and Conflict – harnessing this to be a furnace for innovation
Each has ten behaviors/traits listed and available as a simple assessment.
Generative Conversations
Encourages others to participate
Please enter a number from 1 to 5.
Inquires about others’ opinions and ideas.
Please enter a number from 1 to 5.
Builds on the thoughts and ideas of others.
Please enter a number from 1 to 5.
Listens attentively to others and shows sincere interest.
Please enter a number from 1 to 5.
Keeps conversations on track and focused on important issues.
Please enter a number from 1 to 5.
Validates others’ views before offering a different one or changing the subject.
Please enter a number from 1 to 5.
Recognizes others for their contributions in real time.
Please enter a number from 1 to 5.
Takes time to answer questions, explain decisions, and offer points of view.
Please enter a number from 1 to 5.
Considers alternatives to “the way I/we have always done it”.
Please enter a number from 1 to 5.
Demonstrates an awareness of how he or she impacts others.
Please enter a number from 1 to 5.
Learning and Support
Easy to approach and ask for help, and to bring up concerns.
When giving help, able to adapt helping style to the person and situation.
Please enter a number from 1 to 5.
Involves others when making decisions that affect them.
Please enter a number from 1 to 5.
Alert to others’ difficulties and intervenes as needed to help or to get tasks back on track.
Please enter a number from 1 to 5.
Freely shares pertinent information and regularly updates others.
Please enter a number from 1 to 5.
Looks for opportunities to provide recognition and positive feedback to others.
Please enter a number from 1 to 5.
Generous with knowledge and insight.
Please enter a number from 1 to 5.
Willing to admit his/her mistakes and learn from them.
Please enter a number from 1 to 5.
Able to ask for help when needed.
Please enter a number from 1 to 5.
Pursues suggestions on how to improve own performance and work relationships.
Please enter a number from 1 to 5.
Optimisim / Resilience / Professionalism
Demonstrates calm and stamina during stressful periods.
Please enter a number from 1 to 5.
Re-groups and constructively persists after setbacks.
Please enter a number from 1 to 5.
Follows through on commitments.
Please enter a number from 1 to 5.
Handles delicate or confidential situations in a professional manner.
Please enter a number from 1 to 5.
Transparent - no hidden agendas.
Please enter a number from 1 to 5.
“Steps up” and takes responsibility when needed rather than wait for someone else to do so.
Please enter a number from 1 to 5.
Effectively coaches others through difficult situations/emotions.
Please enter a number from 1 to 5.
Takes responsibility for own actions and moods rather than blaming others.
Please enter a number from 1 to 5.
Demonstrates sensitivity to others’ social identity, background, and personality.
Please enter a number from 1 to 5.
Works with others to pursue alternate solutions when faced with obstacles.
Please enter a number from 1 to 5.
Differences of Opinion and Conflict
Recognizes and attends to conflict promptly and effectively.
Please enter a number from 1 to 5.
Displays patience when working with others who have different styles.
Please enter a number from 1 to 5.
Shows optimism and confidence about positive resolution in the face of conflict.
Please enter a number from 1 to 5.
Can identify the issues and concerns of all parties involved.
Please enter a number from 1 to 5.
Maintains good relations after a challenging negotiation.
Please enter a number from 1 to 5.
Knows when to retreat, back down, and temporarily disengage.
Please enter a number from 1 to 5.
Focuses first on areas of agreement and builds from there.
Please enter a number from 1 to 5.
Actively seeks to blend together differing views to find creative solutions and compromise.
Please enter a number from 1 to 5.
Takes initiative to intervene in problem situations before they get out of hand.
Please enter a number from 1 to 5.
Advocates own opinions and ideas clearly.
Please enter a number from 1 to 5.
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Research & Development / Return on Investment Survey

Self Assessment Tool

How Your Teams and Groups Function

How Your R&D Organization Functions Internally

How Your R&D Organization Functions With Others

How Your Leadership Behaviour Encourges and Enables Innovation

Generative Conversations

Learning and Support

Optimisim / Resilience / Professionalism

Differences of Opinion and Conflict

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