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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. Recognizes individual and team accomplishments and reward them appropriately.
  1. Acts decisively in implementing decisions.
  1. Expresses clear goals and objectives.
  1. Able to align manpower, design work, an allocate tasks to achieve goals.
  1. Provides resources to enable individuals to develop professionally.
  1. Motivates others to reach and exceed organizational goals and objectives.
  1. Motivates and challenges employees to attain a shared vision.
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. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Encourages risk taking and experimentation to improve performance
  1. Seeks and utilizes opportunities for continuous learning and self-development.
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Completes a large volume of work.
  1. Conveys a sense of urgency about addressing problems and opportunities
  1. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
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. Grasps new ideas, concepts, technical, or business knowledge.
  1. Shares best practices with others and learns from others.
  1. Is open to new ideas and concepts.
  1. Improves on their skill sets.
  1. Participates in regular training offered.
  1. Pursues self-improvement through continual learning.
  1. Seeks opportunities to grow in skills and knowledge.
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. Considers diverse perspectives during the disciplinary process.
  1. Asks employees for their input in decisions that may directly affect the team.
  1. Conducts regular progress meetings to ensure adherence to the schedule.
  1. Gives employees the ability to complete their tasks as they see fit.
  1. Reviews performance against established measures.
  1. Assigns tasks appropriately.
  1. Encourages employees to take responsibility for mistakes.
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. Learns from previous bad decisions and rarely repeats them.
  1. Coaches team members individually when "poor" decisions are made; helps them see what could have been done differently
  1. Supports, encourages or helps others to be sure about the decisions they are making.
  1. Is firm in their decision and not easily influenced by the whims of others.
  1. Views the issues from multiple perspectives before making a decision.
  1. Weighs the pros and cons of decisions.
  1. Facilitates meetings with others to try to consider alternative courses of action.
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. Consistently keeps commitments.
  1. Works in a way that makes others want to work with her/him.
  1. Communicates an understanding of the other person's interests, needs and concerns.
  1. Is trustworthy; is someone I can trust.
  1. Builds and maintains the trust of others.
  1. Takes ownership, delivers on commitments
  1. Is a person you can 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. Allows employees the freedom to do tasks how they see fit, but holds them accountable for obtaining results.
  1. Includes others in the decision making process.
  1. Gives employees input into the decision making process.
  1. Recognizes the contributions that others make to the department.
  1. Allows the team to take responsibility for the project.
  1. Allows individuals to be responsible for their decisions.
  1. Coordinates the knowledge, skills and resources of others to accomplish more in the department.
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. Effective team player
  1. Contributes to and supports team decision-making process
  1. Helps the team decide what long term goals need to be met.
  1. Creates a climate that encourages team participation.
  1. Relates to all kinds of people tactfully
  1. Makes decisions that support the team's goals and objectives.
  1. Fosters an environment that promotes active listening on the team.
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. Honesty and integrity are core tenets of interpersonal relationships.
  1. Easily approachable.
  1. Understands the core issues of conversations.
  1. Creates an atmosphere that supports the open expression of ideas
  1. Recognizes the contributions of others.
  1. Is thoughtful and honest about the feedback they give others.
  1. Offers constructive criticism to have a positive impact on performance.
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.