Leadership Reflection Project – Expanded Analysis
Overview
Bettina Vance Johnson’s leadership‑reflection project survey collected feedback from eight team members about their experiences working with Bettina. The instrument asked 12 quantitative questions (1–5 scale) covering areas such as public recognition, advocacy, workload protection and empathy. Five open‑ended questions captured qualitative feedback on Bettina’s strengths, areas for development and overall experience. This report summarizes the quantitative data and presents a circle‑grid visualization for the 12 scaled questions. It also highlights the free‑form responses and summarizes the final question about sharing anonymized results.
Quantitative results
The table below shows the proportion of ratings for each of the 12 scaled questions. Across most questions, the majority of responses were 5 (Strongly Agree), with occasional 4s and a few 3s. There were no ratings of 1 or 2.
Circle‑grid visualization
The graphic below presents a circle grid of the scaled questions. Each row corresponds to a question (Q1–Q12), and the columns indicate ratings from 1 to 5. The size of each circle is proportional to the number of responses; darker shades of blue represent higher ratings. Empty cells indicate that a rating was not given for that question.
The chart makes it clear that ratings cluster around 4 and 5, with only two questions receiving any ratings of 3 (Q7 and Q9). No respondents rated Bettina below a 3.
Qualitative insights
Five open‑ended questions invited respondents to elaborate on their experiences. Key themes from each prompt are summarized below. (The full responses are listed underneath for reference.)
Q13 – What did Bettina do best as your manager?
Respondents praised Bettina’s transparency, responsiveness and ability to provide clear answers. She was described as protecting the team from unfair workloads and giving “short, fast answers” that were consistently correct. Many noted that she listened actively, offered ample support and encouragement, and made complex processes easy to understand.
Q14 – If there was one area where Bettina could have supported you more, what would it be?
Most participants indicated no significant gaps in support. A few mentioned workload pressures (for example, challenges taking PTO or Bettina being stretched thin) and suggested more public recognition. One respondent highlighted the need for Bettina to protect her own boundaries as much as she protects those of her team.
Q15 – Which leadership quality of hers made the biggest difference for you?
The dominant themes were Bettina’s accountability, communication, and willingness to take hits for the team. Participants appreciated her honesty, ethical approach and empowerment to build confidence. She listens carefully, empowers people with knowledge and ensures they fully understand situations before moving forward.
Q16 – If Bettina were to elevate one leadership skill or behavior, which one would create the biggest impact?
Most respondents could not identify a specific area for improvement; they felt Bettina already shows strong leadership. Suggestions included continuing to show up as she does and maintaining her high standards. One respondent noted Bettina’s strong empathy and leadership skills and suggested simply continuing that trajectory.
Q17 – Is there anything else you’d like Bettina to know about your experience working with her?
This prompt elicited heartfelt appreciation. Respondents attributed their career growth and confidence to Bettina’s guidance, describing her as the best supervisor they have worked with. They emphasized her ability to empower others, share expertise generously and make a lasting impact on their professional lives.
Full free‑form responses
Below is the verbatim text for each of the open‑ended questions:
Conclusion
Across 12 quantitative questions, Bettina received overwhelmingly positive ratings, with the vast majority of responses at 5 and occasional 4s and 3s only on visibility and risk‑taking. The qualitative feedback further underscores her strengths: team members value her transparency, responsiveness, ethical leadership and genuine care. Suggestions for improvement were minimal, focusing primarily on workload management and sustaining her current approach. Overall, the data indicate a high level of trust and satisfaction with Bettina’s leadership.