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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
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Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Holds others accountable for their actions.
  1. Sits down regularly with employees to review their job performance.
  1. Acts decisively in implementing decisions.
  1. Demonstrates leadership and courage in critical situations.
  1. Able to organize the work of others.
  1. Sets a high level of performance expectations and challenges others to do the same.
  1. Is a highly effective supervisor.
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. Displays high energy and enthusiasm on consistent basis.
  1. Completes work on time
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Motivates others to achieve or exceed goals
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Completes a large volume of work.
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
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. Takes the initiative to learn new skills.
  1. Sets relevant learning objectives and goals.
  1. Seeks opportunities to grow in skills and knowledge.
  1. Grasps new ideas, concepts, technical, or business knowledge.
  1. Participates in regular training offered.
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. Allows employees to make their own decisions.
  1. Enhances teamwork through good supervision.
  1. Uses persuasion rather than threats of disciplinary action.
  1. Ensures employees know what they need to complete during the shift.
  1. Makes sure employees complete the work on time.
  1. Sets a good example for others to follow.
  1. Provides useful and constructive feedback to employees.
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. Views the long and short-term impact of decisions.
  1. Receptive to new ideas from others when making decisions.
  1. Formulates imaginative decisions.
  1. Does not lose sight of the big picture when making decisions
  1. Comes across as confident, decisive, and resilient
  1. Seeks input from key people who should be involved in, or will be affected by, decisions
  1. Examines relevant factors needed to make a decision.
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 trustworthy; is someone I can trust.
  1. Takes care to maintain confidential information.
  1. Builds and maintains the trust of others.
  1. Is a person you can trust.
  1. Communicates an understanding of the other person's interests, needs and concerns.
  1. Demonstrates congruence between statements and actions.
  1. Demonstrates a sense of responsibility and commitment to public trust.
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. Permits employees to take training to become more independent.
  1. Sets goals to allow the employee to have more autonomy over their work.
  1. Encourages employees to think outside the box.
  1. Allows employees to take ownership of their work.
  1. Coordinates the knowledge, skills and resources of others to accomplish more in the department.
  1. Trusts employees with important responsibilities.
  1. Enables employees to take on more challenging roles.
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. Lets team members know when they have done well.
  1. Works cooperatively with others to solve problems.
  1. Seeks and listens to other's contributions
  1. Actively participates in the work of teams; seeks and listens to others' contributions
  1. Makes eye contact when listening to colleagues.
  1. Is committed to the success of the team.
  1. Builds strong relationships with 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. Successfully resolves conflicts and grievances to a win-win solution.
  1. Gives constructive feedback on performance reviews.
  1. Gives good advice and suggestions to coworkers.
  1. Follows up on inquiries in a timely manner.
  1. Understands the core issues of conversations.
  1. Willing to overlook personal differences and focus on completing the task at hand.
  1. Anticipates the concerns of other employees.
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.