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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)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
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. Motivates and challenges employees to attain a shared vision.
  1. Sets specific, measurable, and challenging goals.
  1. Holds others accountable for their actions.
  1. Motivates others to reach and exceed organizational goals and objectives.
  1. Able to influence others.
  1. Sits down regularly with employees to review their job performance.
  1. Gives inspiring presentations or discussions.
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. Seeks and utilizes opportunities for continuous learning and self-development.
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Motivates others to achieve or exceed goals
  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. Displays high energy and enthusiasm on consistent basis.
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. Shares best practices with others and learns from others.
  1. Pursues learning that will enhance job performance.
  1. Sets relevant learning objectives and goals.
  1. Views setbacks as opportunities to learn from.
  1. Grasps new ideas, concepts, technical, or business knowledge.
  1. Takes charge of their training and skills enhancement.
  1. Is open to new ideas and concepts.
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. Enhances teamwork through good supervision.
  1. Listens to the concerns of employees.
  1. Makes sure employees are accomplishing important objectives.
  1. Instructs employees on the safest way to perform tasks.
  1. Uses disciplinary measures with the intent to guide and improve behavior, rather than to seek retribution.
  1. Sets a good example for others to follow.
  1. Uses metrics and benchmarks established by 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. Determines constraints that may impact what decisions are acceptable.
  1. Makes decisions independently (without having to be told what or how).
  1. Is able to learn from mistakes.
  1. Views the issues from multiple perspectives before making a decision.
  1. Applies creative reasoning in making decisions.
  1. Identifies parameters impacting the decision.
  1. Weighs the pros and cons of 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. Demonstrates a sense of responsibility and commitment to public trust.
  1. Builds and maintains the trust of others.
  1. Delivers on promises made.
  1. Demonstrates congruence between statements and actions.
  1. Consistently keeps commitments.
  1. Communicates an understanding of the other person's interests, needs and concerns.
  1. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
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. Empowers employees to structure their work hours to maximize their productivity.
  1. Helps employees advance their skills so that they can have more autonomy.
  1. Allows the team to take responsibility for the project.
  1. Allows employees to organize their schedule to best accomplish the job.
  1. Allows subordinates to perform mission critical tasks.
  1. Listens to the ideas employees have for solving issues.
  1. Assigns tasks that allow employees to use their critical thinking skills.
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. Facilitates team discussions and problem-solving
  1. Communicates a clear message that teamwork and collaboration are expected.
  1. Focuses on understanding the other team member's message.
  1. Helps the team make good decisions even under conditions of uncertainty.
  1. Helps the team exercise good judgment by making sound and informed decisions.
  1. Actively participates as a team member
  1. Contributes to and supports team decision-making process
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. Respectful of the opinions and ideas of others.
  1. Shows appreciation for other's work.
  1. Offers constructive criticism to have a positive impact on performance.
  1. Creates diverse teams of individuals with different backgrounds, skills, and abilities.
  1. Comes across as credible, knowledgeable and sincere
  1. Gives good advice and suggestions to coworkers.
  1. Recognizes when others do a good job.
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.