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Leadership - 360 Degree Feedback Survey Sample #1

Leadership
Leaders set the focus and direction of a team, department, or organization. They make important decisions regarding the acquisition and allocation of resources. Good leaders inspire and motivate others to act.
How do you measure Leadership?
360-Degree Feedback Assessments. A common tool for measuring leadership is the use of 360-degree feedback assessments. These survey tools collect feedback using questionnaire items grouped into various competencies important for the position being assessed. Feedback is collected from different perspectives around the individual including: self, supervisor(s), peers, subordinates, and others. The results of these different perspectives are combined into an assessment report showing the areas of leadership that are strengths and the areas that need further development.
What competencies are important for Leadership?
Some important competencies include:
  • Management - Delegating authority and tasks
  • Bias for Action - To take the initiative and make prompt decisions
  • Supervisory Skills - Providing clear communication; resolving conflicts; boosting morale
  • Decision Making - Deciding the direction and focus of the team; determining the use of resources
  • Trustworthy - The foundation of relationships, trustworthiness enables open communication
  • Empowering Others - Increases engagement in employees and enhances productivity by enabling employees to act quickly
  • Interpersonal Skills - Enables building strong relationships; facilitates communication resulting in fewer conflicts to be resolved
Leadership Competency Assessment
The following questionnaire can be used for assessing Leadership competency. The questionnaire includes a variety of competencies related to or required for leadership. Competency questionnaires can be created to measure leadership at different levels in the organization.




360-Degree Feedback Survey

Questionnaires Measuring Leadership:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey is intended to gather broad feedback in the core competencies and role responsibilities that are important for the on-going success of our organization.

In responding to the questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses, and will be not making any changes, click the Complete button.

Competencies Included:
Leadership, Management, Bias for Action, Continual Learning, Supervisory Skills, Decision Making, Trustworthy, Empowering Others, Teamwork, Interpersonal Skills
Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team


Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Able to align manpower, design work, an allocate tasks to achieve goals.
  1. Able to influence others.
  1. Expresses clear goals and objectives.
  1. Acts decisively in implementing decisions.
  1. Sits down regularly with employees to review their job performance.
  1. Effectively leads others.
  1. Motivates others to reach and exceed organizational goals and objectives.
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Delegate tasks effectively
  1. Is ready to offer help
  1. Keep staff informed about what is happening in the company
  1. Makes you feel enthusiastic about your work
  1. Sets an example for others to follow
  1. Takes responsibility for things that go wrong
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Encourages risk taking and experimentation to improve performance
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Completes a large volume of work.
  1. Seeks and utilizes opportunities for continuous learning and self-development.
  1. Completes work on time
  1. Motivates others to achieve or exceed goals
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Takes charge of their training and skills enhancement.
  1. Pursues professional development opportunities when they arise.
  1. Pursues learning that will enhance job performance.
  1. Seeks opportunities to grow in skills and knowledge.
  1. Sets relevant learning objectives and goals.
  1. Pursues self-improvement through continual learning.
  1. Builds on their strengths while addressing their weaknesses.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Supervisory Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Promotes teamwork and cooperation within the department.
  1. Conducts regular progress meetings to ensure adherence to the schedule.
  1. Is a calming force during stressful periods.
  1. Sets a good example for others to follow.
  1. Conducts regular performance management sessions.
  1. Follows the company standard procedures for allocating assignments.
  1. Leads others through their commitment to the department.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is open to listening to others who may have different ideas.
  1. Outlines the parameters influencing the decision making process.
  1. Defines what constraints must be met for the decision making process.
  1. Makes decisions based on novel interpretations of the facts.
  1. Performs a cost/benefit analysis before making a decision.
  1. Uses reasonable assumptions and logic to decide between alternate courses of action
  1. Applies creative reasoning in making decisions.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Trustworthy

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is a person you can trust.
  1. Communicates an understanding of the other person's interests, needs and concerns.
  1. Delivers on promises made.
  1. Works in a way that makes others want to work with her/him.
  1. Takes care to maintain confidential information.
  1. Consistently keeps commitments.
  1. Builds and maintains the trust of others.
If [Participant Name] were to make improvements in Trustworthy, what are your suggestions for how he/she can improve this?

Empowering Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Trusts employees to complete tasks assigned.
  1. Encourages others to obtain necessary skills and training.
  1. Assigns tasks that are within the skill levels of employees.
  1. Allows the employees to have flexible work schedules.
  1. Is aware of the skill levels of others.
  1. Trusts employees are able to complete assigned tasks.
  1. Supports the decisions of others.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?

Teamwork

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Fosters respect and understanding among team members
  1. Encourages open communication
  1. Act as an effective team player
  1. Applies knowledge of team behavior to help achieve organizational goals and objectives.
  1. Is open to new ideas that may change own goals for benefit of the team
  1. Comes across as a reliable, committed team member
  1. Coaches team members
If [Participant Name] were to make improvements in Teamwork, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Strives for win/win solutions
  1. Uses knowledge and charisma rather than position, power, or coercion to influence others
  1. Anticipates the concerns of other employees.
  1. Comes across as credible, knowledgeable and sincere
  1. Successfully resolves conflicts and grievances to a win-win solution.
  1. Is open and approachable
  1. Adapts management style to meet the needs of the individual or situation.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

  1. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


  3. Please give any final comments or suggestions for [Participant Name Here]'s assessment.