I Don’t Have Survey Fatigue

Confession time: my name is Sue and I like doing surveys. Weird, right? I’m the one who actually clicks on the link in a request email and completes all those questions. Cheesy magazine questionnaires, coffee shop service feedback forms, online shopping experiences, I pretty well do them all. I even do workplace surveys. I figure I can’t complain if I’m not willing to offer my opinion or experience.

The surveys I enjoy the most are those that teach me about myself. I’ve blogged about the importance of feedback, and this kind of survey enhances my self understanding. This past year, I’ve completed the Implicit Bias Test , the Quiet Revolution Personality Test (introvert or extrovert?) and most recently, the Strengths Test and the 4Di questionnaire.

But the real question is: so what? Is there a point to all this navel gazing? Let me use the 4Di to answer.  This particular test looks at operating style not personality. It shows you how you like to learn, make decisions and collaborate at work. Our senior team completed it, and it was illuminating. Since we shared our results, it helped me to understand those I work with a lot better and to think about how to interact more effectively within the team. My “balanced red” style is different from when I took the test years ago as a principal, perhaps because I’m in a different role. “Balanced red” essentially means I like to stop and decide best. For those of you who work with me, you might recognize that “cut to the chase, make a decision and act” style. It works great sometimes, but other times it’s better to slow down to understand or to go and create, the two other operating styles the test identifies.

Having different styles on a team only makes it stronger. We can use the different styles at different times, depending on the kind of work we are doing. Do we need to make a decision? Do we need to learn and understand better? Do we need to consider creative possibilities and options? Even more, how can each of us learn to use styles that we are not comfortable with?

All this knowledge helps me be a better co-worker, leader and, to be honest, a better person.  That’s important to me.  Maybe you would consider doing a survey too?