Conflict Management - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Conflict Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Helps others to see perceptions that they have about an issue.
Identifies and takes steps to prevent potential confrontations.
Ensures that all team members feel respected and heard.
Seeks to remove misperceptions that may contribute toward conflict.
Ensures that the basic needs of each party are satisfied.
Attempts to accommodate vital interests of those who felt alienated or suffered injustice.
Seeks to achieve mutually acceptable outcomes.
Sees conflicts as chances to develop innovative and effective solutions.
Combines different ideas and viewpoints.
If [Participant Name] were to make improvements in Conflict Management, what are your suggestions for how he/she can improve this?
Negotiation	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Is an effective negotiator, fostering positive relationships and achieving good outcomes.
Engages in questioning to obtain necessary information and examine various alternatives.
Manages emotions to reduce the impact of negativity.
Able to clearly express thoughts and concerns.
Knows where to stand firm and where to compromise.
Is resolute in positions to better withstand pressure and resist making hasty concessions.
If [Participant Name] were to make improvements in Negotiation, what are your suggestions for how he/she can improve this?
Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Gives consideration to the innovative ideas presented by others.
Contributes resources and knowledge to support others' success.
Engages in consensus-building activities.
Cultivates a collaborative culture that drives innovation, productivity, and employee satisfaction.
Ensures all team members understand the goals.
Displays a high degree of trust and credibility.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Action	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Takes on additional responsibilities outside of the job description to help the team succeed.
Moves forward on important projects.
Works quickly when faced with difficult problems.
Takes action when opportunities arise.
Assigns tasks to team members based on their strengths.
Converts plans into actions.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?
Decision Making	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Weighs the pros and cons of decisions.
Seeks input from key people who should be involved in, or will be affected by, decisions
Makes good decisions for the department.
Uses reasonable assumptions and logic to decide between alternate courses of action
Identifies parameters impacting the decision.
Regularly evaluates information before making important decisions.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?
Juggling Multiple Responsibilities	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Completes multiple tasks simultaneously.
Switches attention to more urgent tasks when necessary.
Can multitask while performing all of their other responsibilities and activities.
Determines which tasks are critical and which tasks are optional.
Is aware of the deadlines for specific tasks/assignments.
Spends the most time and effort on critical tasks first.
If [Participant Name] were to make improvements in Juggling Multiple Responsibilities, what are your suggestions for how he/she can improve this?
Cultural Awareness	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Seeks out different viewpoints and benefits from different perspectives.
Recognizes and values individual and cultural differences.
Acknowledges their own biases in cultural interactions.
Seeks opportunities to learn about the other cultural backgrounds of colleagues.
Supports and mentors others that may have different cultural backgrounds.
Respects others regardless of age, race, gender, nationality, or disability.
If [Participant Name] were to make improvements in Cultural Awareness, what are your suggestions for how he/she can improve this?

46. Strengths
    
    
    
47. Areas for Development
    
    
    
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.