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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. Gives inspiring presentations or discussions.
  1. Sits down regularly with employees to review their job performance.
  1. Sets clear goals and objectives for subordinates.
  1. Recognizes individual and team accomplishments and reward them appropriately.
  1. Provides resources to enable individuals to develop professionally.
  1. Is a highly effective supervisor.
  1. Able to organize the work of others.
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. Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
  1. Motivates others to achieve or exceed goals
  1. Identifies ways to simplify work processes and reduce cycle times
  1. Coach others to foster an environment which can adapt quickly and willingly to rapid change.
  1. Completes work on time
  1. Completes a large volume of work.
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. Is open to new ideas and concepts.
  1. Improves on their skill sets.
  1. Sets relevant learning objectives and goals.
  1. Pursues learning that will enhance job performance.
  1. Takes the initiative to learn new skills.
  1. Pursues self-improvement through continual learning.
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. Is aware of the unique strengths of each employee.
  1. Effectively determines which issues need immediate attention.
  1. Maintains the confidence and trust of employees.
  1. Implements disciplinary policy in accordance with the union contract
  1. Fosters a culture of personal responsibility and accountability.
  1. Adopts a measured approach to resolving workplace issues, ensuring that actions are not taken hastily.
  1. Uses persuasion rather than threats of disciplinary action.
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 confident in the decisions they make.
  1. Defines what constraints must be met for the decision making process.
  1. Receptive to new ideas from others when making decisions.
  1. Effectively chooses appropriate courses of action.
  1. Views the long and short-term impact of decisions.
  1. Identifies parameters impacting the decision.
  1. Assesses the risks, benefits, and potential impact of a number of options when deciding a course 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. Demonstrates congruence between statements and actions.
  1. Communicates an understanding of the other person's interests, needs and concerns.
  1. Works in a way that makes others want to work with her/him.
  1. Demonstrates a sense of responsibility and commitment to public trust.
  1. Is a person you can trust.
  1. Takes ownership, delivers on commitments
  1. Delivers on promises made.
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. Encourages employees to think outside the box.
  1. Values the expertise that others bring to the team.
  1. Enables team members to make their own decisions on the project.
  1. Avoids micromanaging their employees.
  1. Encourages employees to solve problems on their own.
  1. Demonstrates confidence in the abilities of subordinates.
  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. Helps other team members to research solutions to a problem.
  1. Relates to all kinds of people tactfully
  1. Appreciates the input from other team members.
  1. Helps the team balance analysis with decisiveness in making decisions.
  1. Actively participates in the work of teams; seeks and listens to others' contributions
  1. Promotes a team spirit within and outside department; partners with other groups.
  1. Willingly share their technical expertise
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. Demonstrates compassion and understanding of others.
  1. Provides constructive feedback in a way that fosters acceptance and development.
  1. Demonstrates good communication with colleagues and customers.
  1. Respectful of the opinions and ideas of others.
  1. Gives credit where credit is due.
  1. Offers praise to colleagues who have successfully completed major projects.
  1. Works diligently to assist customers in finding the right products.
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.