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
Confronts individuals with information about their beliefs and values.
Moves employees from being afraid of change to having a growth-oriented mindset, sparking more employee engagement.
Uses clear examples and measurable results to support arguments, making complex issues more tangible.
Seeks the acceptance by others of their point of view.
Engages in careful planning and preparation before communicating or proposing new ideas/projects.
Problem Solving	Agree	Unsure	Disagree	N/A
Establishes the issue(s) that have gone wrong or are about to go wrong.
Is flexible and adjusts the solution as needed based on the monitoring data and feedback received.
Assessing whether the proposed solutions are practical and achievable.
Provides a comprehensive assessment of the solution's overall effectiveness, efficiency, and impact, often including both quantitative and qualitative data.
Ability to solve problems at root cause rather than at symptom level.
Attitude	Agree	Unsure	Disagree	N/A
Speaks about projects with language that conveys excitement and possibility.
Demonstrates care and thoughtfulness in even the smallest tasks.
Seeks opportunities to be helpful to others.
Encourages others to overcome resistance to change.
Welcomes revisions to plans when they lead to better outcomes, rather than clinging to original strategies.
Cultural Awareness	Agree	Unsure	Disagree	N/A
Encourages a work environment where individual differences are valued.
Helps other employees to become more culturally sensitive.
Understands what customs and etiquette are important for individuals from other cultures.
Adapts communication style to respect cultural norms and preferences of team members.
Consistently acknowledges and validates the contributions of team members from all backgrounds.
Initiative	Agree	Unsure	Disagree	N/A
Informs the manager of any important changes in the equipment operation.
Initiates the development of new products.
Cleans the workspace without being told.
Takes corrective action to address performance deficiencies/issues.
Initiates actions that impact the department/company.
Results Oriented	Agree	Unsure	Disagree	N/A
Highly motivated to complete tasks despite obstacles that may arise.
Aligns team objectives with broader organizational priorities to ensure strategic coherence.
Demonstrates gratitude and recognition for team contributions.
Completed work exceeds standards.
Follows up on service delivery to confirm expectations were met or exceeded.
Clarity	Agree	Unsure	Disagree	N/A
Avoids stating unclear or conflicting goals.
Is clear about the roles and duties of team members.
Makes sure goals and objectives are clearly and thoroughly explained and understood.
Clearly defines work objectives for employees.
Avoids creating ambiguity or mixed messages.
Managing Risk	Agree	Unsure	Disagree	N/A
Seeks to capitalize on risks.
Bases decisions on patterns found in fluid/changing information.
Monitors enterprise risk management activities for their impact and effectiveness on mitigating risks.
Uses financial data to mitigate financial risks.
Establishes good controls over the process to better manage risks.
Co-worker Development	Agree	Unsure	Disagree	N/A
Provides ongoing feedback to co-workers on their development progress
Sets and clearly communicates expectations, performance goals, and measurements to others
Takes immediate action on poor performance
Adapts coaching and mentoring approach to meet the style or needs of individuals
Gives others development opportunities through project assignments and increased job responsibilities
Negotiation	Agree	Unsure	Disagree	N/A
Knows the BATNA (Best Alternative to a Negotiated Agreement) and is prepared to walk away if core interests are not met.
Is an effective negotiator, fostering positive relationships and achieving good outcomes.
Identifies verbal and nonverbal cues to help interpret actions and messages.
Maintains good interpersonal relationships with representatives from the other party.
Maximizes information gathering efforts prior to negotiations.

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.