Persuasion and Influence - 360 Degree Feedback Survey Sample #8

Instructions

You have been selected to provide feedback for the manager listed above. Your feedback is an important part of 's leadership development process. This tool 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 assessment form, please think about your experiences working with this individual during the last six to twelve months. Your responses will be merged with other people's feedback and presented to to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager.

Method of use: As part of the review process, managers will receive feedback from peers and staff. It is recognized that not all participants will be able to assess an individual's performance in all areas. The feedback received will be utilized as input to the manager's performance and on-going development plan.

You may sign out at any time by pressing the Save button at the end of the form and then closing your browser. You may return later to pick up where you left off. When you are done, press the Complete button.



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Persuasion and Influence	Agree	Unsure	Disagree	N/A
Able to express own goals and needs.
Persuades others to consider alternative points of view.
Develops a good rapport with others.
Communicates effectively with others.
Seeks to obtain consensus or compromise.
Problem Solving	Agree	Unsure	Disagree	N/A
Keeps a positive outlook and perseveres through challenges.
Is flexible and adjusts the solution as needed based on the monitoring data and feedback received.
Pinpoints the issues that have arisen or are expected to arise.
Identifies the problems that have occurred or are likely to occur.
Selects operating indicators to track organizational performance over time and communicates current status to the organization
Attitude	Agree	Unsure	Disagree	N/A
Shows by their actions that they trust in the positive intentions of others.
Builds open and trusting relationships.
Contributes to a positive work environment.
Is gracious and professional in their interactions with others.
Visibly supports and encourages diversity in style and background.
Cultural Awareness	Agree	Unsure	Disagree	N/A
Effective in working with individuals with a variety of cultural backgrounds.
Seeks to reduce obstacles in communication that might arise from cultural differences.
Is curious and willing to ask questions about the cultural differences in the workplace.
Is aware of differences in how individuals from other cultures greet one another.
Maintains an inclusive work environment that maximizes the talents of others in achieving goals.
Initiative	Agree	Unsure	Disagree	N/A
Initiates draft documents for the director.
Coach others to foster an environment which can adapt quickly and willingly to rapid change.
Actively works on resolving the issue instead of procrastinating or hoping it will resolve itself.
Prepares for unexpected contingencies.
Creates solutions to problems as soon as an incident occurs.
Results Oriented	Agree	Unsure	Disagree	N/A
Responds to changing events to maintain progress toward achieving results.
Does not become distracted by non-issues or interruptions.
Always willing to help coworkers to keep productions levels high.
Sets benchmarks and milestones to measure progress toward the objectives.
Has a strong result orientation.
Clarity	Agree	Unsure	Disagree	N/A
Avoids stating unclear or conflicting goals.
Is clear about goals that need to be achieved.
Communicates ideas and facts clearly and effectively in writing.
Provides a clear vision for the future.
Maintains clarity in goals and objectives.
Managing Risk	Agree	Unsure	Disagree	N/A
Works effectively to mitigate risks.
Uses actionable data and analytics to improve risk tolerance.
Fosters an awareness and a shared responsibility for managing risk at all levels of the Company.
Attends risk management seminars and conferences.
Determines the impact of specific risks on infrastructure.
Co-worker Development	Agree	Unsure	Disagree	N/A
Gives others development opportunities through project assignments and increased job responsibilities
Works to identify root causes of performance problems
Takes immediate action on poor performance
Adapts coaching and mentoring approach to meet the style or needs of individuals
Provides ongoing feedback to co-workers on their development progress
Negotiation	Agree	Unsure	Disagree	N/A
Combines the valid points from each source to form a comprehensive and balanced perspective.
Committed to working with both sides and openly sharing information.
Able to say "no" when it is essential to maintaining quality and high standards.
Resolves difficult negotiations whether it is a contract, sub contract, legal or any other difficult negotiation fairly and reasonably.
Able to control their emotional responses and correctly gauge the emotions of others.

51. Overall, please rate the effectiveness of [Participant Name Here].
    

    5- Very Effective 4- Effective 3- Neither 2- Ineffective 1- Very Ineffective

    
    
52. Strengths
    
    
    
53. Areas for Development
    
    
    
54. Please give any final comments or suggestions for [Participant Name Here]'s assessment.