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Leading at Accenture Survey

Frequently Asked Questions

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Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 2

Contents

Overview ........................................................................................................................... Error! Bookmark not defined.

High-level Process Description .......................................................................................................................................... 3

Process Highlights ............................................................................................................................................................. 3

Phase One - Registration: ................................................................................................................................................ 3

Phase Two - Nomination: ................................................................................................................................................. 3

Phase Three - Feedback: ................................................................................................................................................. 4

Phase Four - Reporting: ................................................................................................................................................... 4

Phase Five - Planning: ...................................................................................................................................................... 4

Frequently Asked Questions .............................................................................................................................................. 4

General ............................................................................................................................................................................... 4

1. What is the Leading at Accenture Survey? ......................................................................................................... 4

2. Who is eligible to request feedback through the Leading at Accenture Survey process? ................................... 4

3. How can Accenture Federal Services (AFS) employees participate in the Leading at Accenture Survey? ........ 4

4. How long does the Leading at Accenture Survey process take? ........................................................................ 5

5. From whom will I receive communications regarding the Leading at Accenture Survey? .................................. 5

6. Where can I send questions if I need more information about the Leading at Accenture Survey? ..................... 5

Nomination Phase .............................................................................................................................................................. 5

7. What are the guidelines I should follow when selecting others to provide feedback about me? ......................... 5

8. Who is eligible to provide feedback about me through the Leading at Accenture Survey? ................................ 5

9. Who is not eligible to provide feedback about me through the Leading at Accenture Survey?........................... 5

Feedback Phase ................................................................................................................................................................ 6

10. How do I request others to provide feedback about me through the Leading at Accenture Survey? .................. 6

11. If I have been invited to submit feedback through the Leading at Accenture Survey, how do I respond? .......... 6

12. What if I receive an invitation to provide feedback and I do not plan to respond? .............................................. 6

13. What if I did not receive an invitation to provide feedback—yet I would like to provide feedback? ..................... 6

14. Why should I complete a self-survey in the Leading at Accenture Survey? ........................................................ 6

15. How will participation in the Leading at Accenture Survey be encouraged? ....................................................... 6

16. What is the role of my career counselor in the Leading at Accenture Survey process? ..................................... 7

17. Is it possible for me to assess my career counselor through the Leading at Accenture Survey? ....................... 7

18. What is the role of my supervisor in the Leading at Accenture Survey? ............................................................. 7

Reporting Phase ................................................................................................................................................................ 8

19. How will my Leading at Accenture Survey results be calculated? ...................................................................... 8

20. How will my Leading at Accenture Survey results and reports be made available—and to whom? ................... 8

Planning Phase .................................................................................................................................................................. 9

21. What actions should I take when I receive my Leading at Accenture Survey results? ....................................... 9

22. What tools are available to support my ongoing leadership development? ........................................................ 9

23. Am I required to create a leadership development plan? What are the benefits? ............................................... 9

Appendix .......................................................................................................................................................................... 10

Leading at Accenture Survey Questions .......................................................................................................................... 10

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 3

Overview The Leading at Accenture Survey supports Accenture’s commitment to developing world-class leaders at all levels across our organization—by empowering our people who have leadership responsibilities to request feedback from others about how they are perceived as leaders. The survey process, which is self-driven and on demand, is a professional development opportunity that enables you to: • Assess your demonstrated leadership behaviors as aligned to Accenture Leadership Attributes. • Reflect upon your results—available within 24 hours after the close of the feedback period, if a minimum of three

responses are received. • Take meaningful action on feedback from others and hold yourself accountable for your professional

development.

The survey is available to all eligible employees—consultant/team lead/specialist (Career Level 9) and above.

It is expected that all Accenture Leadership and senior managers seek feedback through the survey at least once every two years, and during important career milestones. Employees at any career level may be invited to provide feedback.

High-level Process Description

There are five phases to the Leading at Accenture Survey process: Registration, Nomination, Feedback,

Reporting and Planning. The diagram below outlines the phases:

Process Highlights

Phase One - Registration:

• Log on to https://myleadingsurvey.accenture.com. • Eligible individuals register and launch the survey process on-demand, based on personal preference and

schedule. • The registration process will verify participant eligibility. Recommended respondents will be pre-populated within

the survey tool when possible. • For a period of six months, individuals who have registered to participate in the survey process, but have not yet

submitted their nomination list, will receive monthly reminders to complete their nominations. If they do not submit a nomination list after six months, they will need to re-register.

Phase Two - Nomination:

• Individuals create and submit a list of feedback providers (referred to as respondents). The survey process officially starts when the complete respondent list is submitted. The feedback phase cannot begin until the nomination list is submitted.

• It is recommended that individuals select a minimum of three respondents per respondent group (i.e., peers, counselees, direct reports, leaders/supervisors) to enable a view of results by each group in the survey report.

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 4

Phase Three - Feedback:

• Respondents will have two-and-a-half weeks (eighteen calendar days) to provide feedback through the survey tool once the respondent nomination list is submitted.

• There are three categories of questions within the survey to assess the individual seeking feedback: Leading Self, Leading the Business and Leading Others. There is an additional category about career counselors for career counselees.

• At the close of the feedback phase, if you do not receive at least three completed surveys, a report will not be available. You will have a one-time only option to extend the survey deadline for one week (seven calendar days). If you take advantage of the one-time only deadline extension, and still do not receive a least three completed surveys needed to create a report, the survey process will close and you will need to wait six months to re-register.

Phase Four - Reporting:

• Results will be available within 24 hours following the close of the feedback phase if a minimum of three completed surveys are received.

• A breakdown of results by respondent group will be shown in the report if a minimum of three completed responses are submitted for each respondent group.

Phase Five - Planning:

• Participants are encouraged to take action on their results by creating and executing a leadership development plan.

• The following resources are available for employees, at all levels, to use as they plan their professional development and continue to grow as leaders: Leadership Development Action Planning Tool, Leadership Development Action Plan Template.

Frequently Asked Questions

General

1. What is the Leading at Accenture Survey?

• The Leading at Accenture Survey is a professional self-development tool that you to assess your demonstrated leadership behaviors as aligned to the Accenture Leadership Attributes—and then take meaningful action based on the results.

• This process is self-initiated and available on demand throughout the year with a minimum of 6 months between processes. You choose when to begin the process and when to ask for feedback by sending the survey to others through the tool.

• The tool is intended for self-development purposes, and results not related to the performance achievement process

• It is recommended that you create and execute a Leadership Development Action Plan using your survey results. Suggested leadership development actions that may be included in an action plan can be found in the Leadership Development Action Planning Tool.

2. Who is eligible to request feedback through the Leading at Accenture Survey process?

• All eligible employees (Career Level 9 and above) may request feedback through the survey process. • All Accenture Leadership and senior managers are expected to seek feedback through the survey at least once

every two years and during important career milestones, for example, promotion, new team assignment, or new deployment.

• Employees at any career level may be invited to provide feedback.

3. How can Accenture Federal Services (AFS) employees participate in the Leading at Accenture Survey?

• Accenture Federal Services employees are encouraged to both give and receive feedback through the survey tool.

• Anyone with a valid enterprise employee ID can provide feedback for an AFS employee. • When providing feedback through the Leading at Accenture Survey tool, you may not include sensitive

information such as client name, project name or clearance information survey responses.

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 5

4. How long does the Leading at Accenture Survey process take?

• The survey process is available on a self-initiated basis with a minimum of six months in between processes. • You can choose when to start the survey process and when to invite people to provide feedback. You can also

send personal reminders to your nominated respondents through the tool. • Respondents will have two-and-a-half weeks (eighteen calendar days) to provide feedback through the survey

tool once the respondent nomination list is submitted. • A results report will be available for you to view and download 24 hours after the feedback phase closes, if there

are a minimum of three completed surveys submitted. • If you do not receive at least three completed surveys, a report will not be available. You will have a one-time

only option to extend the survey deadline for one week (seven calendar days). Once you extend the survey, the system will send reminders to respondents who have not completed the survey—as well as invitations to new respondents you select. We recommend that you also send personal email reminders to encourage participation.

• If you still do not receive a least three completed surveys needed to create a report after extending the survey deadline, you may re-register to launch a new survey process in six months.

5. From whom will I receive communications regarding the Leading at Accenture Survey?

• If you initiate a survey process, or if you are requested to provide feedback through the tool, you will receive detailed instructions by email from: LeadingatAccentureSurvey@executiveboard.com.

6. Where can I send questions if I need more information about the Leading at Accenture Survey?

• For technical questions, please contact Corporate Executive Board Company (CEB) at LeadingatAccentureSurvey@executiveboard.com.

• For general questions about the Leading at Accenture Survey process, please contact developingleaders@accenture.com.

Nomination Phase

7. What are the guidelines I should follow when selecting others to provide feedback about me?

• Select a minimum of three respondents per category to enable a view of results grouped by category in your report. A breakdown of results by respondent group will be shown in the report, if a minimum of three completed responses are submitted for each respondent group.

• Review the list respondents who have been pre-loaded for you (when possible) to confirm and/or update feedback relationships prior to submitting the nomination list. It is your responsibility to remove respondents with insufficient exposure and to include any additional respondents in your nomination list.

8. Who is eligible to provide feedback about me through the Leading at Accenture Survey?

• The following relationships should be considered when identifying respondents to provide feedback on your demonstrated leadership behaviors:

o Peers - those with whom you have worked during the previous six to twelve months—and have had significant exposure.

o Leaders/Supervisors - those who you report to directly or indirectly.

o Direct Reports - those who report directly to you. The direct report(s) may also be those who receive direction and/or guidance from you, with no official direct reporting relationship.

o Counselees - those for whom you are the designated career counselor.

• Please note that you are able to ask Avanade employees, Accenture Federal Services employees and contractors with valid Accenture email addresses to provide feedback, in line with the guidance above.

9. Who is not eligible to provide feedback about me through the Leading at Accenture Survey?

o Clients

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 6

Feedback Phase

10. How do I request others to provide feedback about me through the Leading at Accenture Survey?

• The first step is to register in the survey tool at https://myleadingsurvey.accenture.com.

• After registration, you will be redirected to a nomination form where you can nominate respondents. These individuals should be qualified to assess your demonstrated leadership behaviors. Once you submit your nomination list, your respondents will be invited to complete an online survey about you as part of the feedback process.

• Only eligible employees can request feedback through the survey tool. If you are not eligible to request feedback, the tool will deny your registration.

11. If I have been invited to submit feedback through the Leading at Accenture Survey, how do I respond?

• Access the online tool at https://leadingsurvey.accenture.com and enter your Enterprise ID and password.

• Review the brief respondent training material accessible from the top menu of the online survey tool before you complete the survey.

• Follow the onscreen instructions and respond to the survey questions based on your perception of how the individual has demonstrated the associated leadership behaviors.

• When providing feedback for Accenture Federal Services (AFS) employees, do not include sensitive information such as client name, project name or clearance information in your survey responses.

12. What if I receive an invitation to provide feedback and I do not plan to respond?

• No action is required if you do not wish to provide feedback through the survey process. It is highly recommended that you explain to the requesting individual your reason for not submitting a survey. For example, if you feel that you lack sufficient exposure to adequately assess his or her demonstrated leadership behaviors.

• You also may consider providing informal feedback about your observations through a direct conversation. Performance Achievement is fueled by ongoing, meaningful conversations that inform and inspire. These conversations happen between you, your team, your career counselor, supervisors and leaders. It is this level of human interaction that personalizes Performance Achievement.

13. What if I did not receive an invitation to provide feedback—yet I would like to provide feedback?

• The survey is an on demand process, and eligible employees will request feedback at different times. If you wish to provide feedback through the survey process to an eligible individual with whom you have had at least six months exposure, you are encouraged to contact the individual directly and request that they include you in their nomination list.

14. Why should I complete a self-survey in the Leading at Accenture Survey?

• You are strongly encouraged to complete a self-survey in the tool during the feedback phase. If you do not take the time to assess how you perceive your leadership behaviors—as compared to how others perceive you— your survey results will not help you identify your areas of strength or areas for further development. Both are determined by how closely your self-perception aligns with the perception of others.

• If you do not complete a self-survey, or do not receive a minimum of three responses for an individual question, you will receive a total score, with no breakdown by respondent group (peers and upward/direct reports, including counselees).

• To complete a self-survey, log into https://leadingsurvey.accenture.com; use your Enterprise ID and password to access the tool.

15. How will participation in the Leading at Accenture Survey be encouraged?

To encourage participation, the survey tool will generate targeted automated reminders at each phase of the

process—triggered by the date you initiate the survey process by registering in the tool:

• If you have registered to participate in the survey, but have not yet submitted your nomination list of those from whom you will request feedback, you will receive a monthly reminder to submit your nomination list. If you do not submit a nomination list within six months of your initial registration, you will need to re-register in the survey tool at https://myleadingsurvey.accenture.com.

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 7

• During the Feedback phase, which comprises two-and-a-half weeks (eighteen calendar days) after you submit your nomination list, two automated reminders will be sent to the respondents you invited to provide feedback but who have not yet submitted a completed survey.

• You will receive survey completion status emails throughout the process to help you track who has submitted surveys for you. You may use this information to send personal reminders to your selected respondents through the survey tool. Exercise good judgment when sending reminders.

16. What is the role of my career counselor in the Leading at Accenture Survey process?

• You may resquest feedback from your career counselors through the Leading at Accenture Survey, by including them in the Leaders/Supervisors group.

• Career counselors are not required to review or approve your list of nominated feedback providers though you may consult with your career counselor to help you create a comprehensive list.

• Once survey results are available, you are strongly encouraged to consider this feedback in ongoing discussions between you as a leader and your career counselor. Using the results, you will be better equipped to assess your demonstrated leadership behaviors to help you plan your personal leadership development.

• It is highly recommended that you look to your career counselor for guidance and direction on building an action plan. The Leadership Development Action Planning Tool should also be used to help you plan your leadership journey. Then, put your plan into action with the Leadership Development Action Plan Template.

17. Is it possible for me to assess my career counselor through the Leading at Accenture Survey?

• To better understand the effectiveness of the career counselor role, the survey tool contains specific questions to answer about your career counselor.

• These questions will be visible to you as a counselee regarding your career counselor—provided that your career counselor has designated you as a counselee in the survey tool.

• If you are a career counselor, you should assign all of your counselees to the counselee respondent category. This will ensure that your counselees receive specific survey questions to complete about you as their career counselor.

18. What is the role of my supervisor in the Leading at Accenture Survey?

• You can also request feedback from your supervisor through the survey process. • You, as a leader participating in the survey process, are encouraged to share your results with managers and/

or supervisors for guidance and direction on building an action plan. You will be better equipped to assess your demonstrated leadership behaviors using your survey results to help you plan your personal leadership development.

• It is highly recommended that you seek guidance and direction from your managers and/or supervisors for building an action plan. The Leadership Development Action Planning Tool should also be used to help you plan your leadership journey. Then, put your plan into action with the Leadership Development Action Plan Template.

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 8

Reporting Phase

19. How will my Leading at Accenture Survey results be calculated?

• Your overall leadership score is the average of responses to all 29 questions contained in the survey. Questions that ask for specific feedback from the counselee about the career counselor are not used in calculating your overall leadership score.

• Each question is rated on a five-point Likert Scale: strongly agree = 5, agree = 4, undecided = 3, disagree = 2, strongly disagree = 1. Each question also includes a no basis response.

• For Accenture Leadership and senior managers, overall Leading at Accenture Survey results will be measured using a standard deviation approach and will be categorized as Above Peer Group, Consistent with Peer Group and Below Peer Group. Survey results will be used for self-development purposes, with no direct impact to the performance management process. Participants at levels below senior manager will receive an overall survey score that includes a geographic peer group average, so you may benchmark yourself against peers in your geography.

• A standard deviation method will be used to measure the extent to which individual results vary from the average of all results.

• You will receive a results report only when there are at least three completed surveys in total, across all respondent groups. In your report, your results will be benchmarked by level against others in your country, or by geography when there is insufficient country-level data available. Further, a breakdown of results by respondent group (peers, leaders/supervisors, direct reports, counselees) will be shown in the report—if a minimum of three completed responses are submitted for each respondent group.

20. How will my Leading at Accenture Survey results and reports be made available—and to whom?

• If you receive at least three completed surveys in total, across all respondent groups, you will receive an individual results report that can be downloaded from your survey administration site at https://myleadingsurvey.accenture.com.

• Your survey results are not related to the performance achievement process and are intended for your self-development only. Therefore, your results will not be available to career counselors, or to the business, for performance achievement considerations.

• Aggregate results and any ad-hoc reports that do not include unique scores by individual may be shared upon request from specific groups, such as project teams, geographic units, and deployed-to entities through the Survey Solutions team at developingleaders@accenture.com.

• Access to individual results for senior managers and above will be restricted and available only to senior Accenture Leadership as data points for succession planning and role appointment purposes—for current and future Accenture Leaders.

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 9

Planning Phase

21. What actions should I take when I receive my Leading at Accenture Survey results?

• Set aside some time to review and understand the feedback you received and compare to your self-survey responses. It is equally important to review both the comments and the numeric scores.

• Determine the key learnings from the results by reviewing your results report: analyze your results for themes, patterns, areas of agreement and disagreement—as well as distinctive behaviors that your results indicate you commonly exhibit to others.

• Consider discussing your feedback with peers, a mentor, your career counselor, or others who have also participated in the survey process. As you discuss your results with others, you are encouraged to:

o Ask trusted colleagues for recommendations about how you can grow and strengthen your leadership capabilities.

o Consider asking others these questions:

How am I perceived as a leader to others?

In what situations am I my most powerful?

What do I need to change to have a greater impact?

• Where applicable, consider sharing results with your career counselor, manager and supervisor for guidance on creating a leadership development plan and incorporating leadership development priorities into your Performance Achievement tool and conversations.

• After reviewing your feedback and discussing the results with others, the Leadership Development Action Planning Tool may also be used to help you plan your leadership journey.

• Finally, remember to thank the people who took the time to provide feedback.

22. What tools are available to support my ongoing leadership development?

• The Leadership Development Action Planning Tool can help you identify actionable steps you can add to a Leadership Development Career Plan, to address opportunities for growth and set goals to achieve over the next 12 to 24 months.

• The site https://performance.accenture.com is another tool designed to support you as you continue to develop yourself as a leader. You will be able to capture your priorities, view feedback and share feedback with your colleagues and more.

23. Am I required to create a leadership development plan? What are the benefits?

• You are strongly encouraged, although not required, to create a Leadership Development Career Plan. Creating and maintaining a development plan aligns career management and professional development to help you: o Be proactive and stay focused on your career and leadership development.

o Consider career and development options.

o Take action to be a more effective leader and prepare for future leadership opportunities.

o Have meaningful conversations with career counselors—and others—about support needed to succeed.

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 10

Appendix

Leading at Accenture Survey Questions

Participants will be asked to rate you on the following using a scale of 1 – 5 (1 = strongly disagree and 5 = strongly

agree).

Leading Self

Self-leadership sets the stage for leading others. It is about self-awareness of the leadership capabilities.

1. I see this individual as a role model (Self: I consider myself a role model to others)

2. This individual helps me understand Accenture's priorities (Self: I help others understand Accenture's priorities)

3. In this individual, I see what our core values look like in action (Self: I live by Accenture's core values)

4. I trust this individual to adhere to the Code of Business Ethics (Self: I adhere to the Code of Business Ethics)

5. I feel confidence when this individual is leading the team (Self: I project confidence when leading a team)

6. This individual collaborates to achieve goals (Self: I collaborate to achieve goals)

7. i see this individual demonstrate courage and conviction to make decisions (Self: I demonstrate courage and conviction to make decisions)

8. I see that this individual creates inclusive and diverse workplace and teams (Self: I create inclusive and diverse workplace and teams)

9. I see that this individual nurtures his/her network and actively connects individuals and groups (Self: I nurture my network and actively connects individuals and groups)

10. I see this individual balance strategic focus and execution demands (Self: I balance strategic focus and execution demands)

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 11

Leading the Business

Have a fluency of the business, know the drivers and lead through long-term trusting business relationships with

stakeholders.

11. This individual knows Accenture business priorities and strategy very well (Self: I know Accenture business priorities and strategy very well)

12. This individual helps me understand how i contribute to Accenture's strategy (Self: I help others understand how they contribute to Accenture's business strategy)

13. I see that this individual builds strong, trusting, long-term relationships with stakeholders (Self: I build strong, trusting, long-term relationships with stakeholders)

14. I see that this individual fosters innovation in teams (Self: I foster innovation in teams)

15. I see this individual take accountability for business results (Self: I take accountability for business results)

16. I can rely on this individual to take decisive action to minimize risk (Self: I always take decisive action in order to minimize risk)

17. I always see this individual keep Accenture's best interests in mind (Self: I always keep Accenture's best interests in mind)

18. I see this individual demonstrate cross-cultural understanding (Self: I have a good understanding of cultural differences)

19. This individual maintains short and long term results (Self: I maintain short and long term business results)

Leading Others

Lead the teams in the Performance Achievement Way.

20. I see this individual build high performing and engaged teams (Self: I build high performing and engaged teams)

21. This individual genuinely seems to care about be as a person (Self: I genuinely care about others)

22. This individual helps me learn and develop (Self: I help others learn and develop)

23. I have received recognition or praise from this individual for doing good work (Self: I recognize or praise others for doing good work)

24. This individual values my opinions (Self: I value others' opinions)

25. This individual encourages me to do what i do best every day (Self: I encourage others to do what they do best every day)

Leading at Accenture Survey Frequently Asked Questions Updated: January 2017 12

26. This individual influences others to contribute to Accenture goals (Self: I Influence others to contribute to Accenture goals)

27. I see this individual coach and help others capitalize on their strengths and encourage meaningful conversations (Self: I coach and help others capitalize on their Strengths and encourage meaningful conversations)

28. I see this individual delegate to help develop others (Self: I delegate to help develop others)

29. This individual keeps people a priority (Self: I keep people a priority)

What should this person…

(Self-survey: What should I…)

Start doing?

Stop doing?

Continue doing?

Career Counselor Questions

These questions will only be displayed for an individual's career counselees if assigned to the counselee respondent

category in the survey tool.

1. This individual understands what engages me

2. This individual understands my career goals

3. This individual provides me with guidance to achieve my career goals

4. This individual helps me identify and obtain the right opportunities

5. This individual is available to me when I need support or guidance

6. This individual is open and direct with me