Persuasion and Influence - 360 Degree Feedback Survey Sample #14

360 Feedback Survey

Instructions

Our company is excited to introduce a new web-based survey tool designed to gather comprehensive feedback on core competencies and role responsibilities critical to the ongoing success of our organization. The Leadership Team Members have unanimously agreed to participate in this initiative and are actively seeking your valuable feedback.

In this context, you have been specifically selected to provide insights on the manager listed above. Your feedback is a crucial component of our company's leadership development process. This tool is intended to capture broad and detailed feedback on the essential competencies and responsibilities that underpin our organization's sustained success and growth.

Your thoughtful and candid responses will play a significant role in guiding the professional development of our leadership team. By reflecting on your experiences and interactions with the manager over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured, your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and excellence.

In responding to the assessment form, please think about your experiences working with this individual during the last twelve (12) months. Your responses will be merged with other people's feedback and presented to guide them in their on-going development. Comments will be shared anonymously, as written, with the manager, unless you indicate otherwise.

You are only being asked to rate 8 competencies. Each competency will have a variety of statements that are grouped by 4 Performance Levels. Click on the level that best describes this individual.

Please ensure that your submission is made between .

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Persuasion and Influence	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Communicates effectively with others.
Seeks to obtain consensus or compromise.
Persuades others to consider alternative points of view.
Develops a good rapport with others.
Ensures stakeholders are involved in the decision making process.
Understanding what others need.
Attempts to persuade others rather than simply control them.
Has excellent influencing/negotiating skills.
Able to express own goals and needs.
If [Participant Name] were to make improvements in Persuasion and Influence, what are your suggestions for how he/she can improve this?
Collaboration	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Integrates digital tools to streamline the collaborative processes of Research and Development.
Encourages open dialog and sharing of information among team members.
Engages with team members to build a collaborative work environment.
Avoids promoting a hyper competitive culture in favor of a more collaborative one.
Works to get buy-in of individuals based on common good of business.
Builds and strengthens relationships to improve collaboration and leadership.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve this?
Interpersonal Skills	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Values the input from coworkers.
Anticipates the concerns of other employees.
Considers the other individual's point of view.
Gives constructive feedback on performance reviews.
Gives credit where credit is due.
Communicates well at all levels of the organization.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?
Action	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Takes action in critical situations.
Takes the initiative to address problems sooner rather than later.
Encourages and supports a culture of excellence and continuous improvement within the department.
Anticipates needs and takes pre-emptive action to address the issue.
Initiates projects or tasks that have a positive impact on the team.
Consistently stays motivated to perform at a high level and inspires the department to do the same.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?
Professional Development	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Encourages employees to take courses relevant to their job.
Keep themselves up-to-date of technical/professional issues
Seeks opportunities for continuous learning.
Demonstrate enthusiasm and a willingness to learn new skills and knowledge
Seeks opportunities for professional development.
Allows employees to fully participate in employee training and professional development.
If [Participant Name] were to make improvements in Professional Development, what are your suggestions for how he/she can improve this?
Business Acumen	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Recognizes trends in underlying data.
Considers impact of actions on other areas of the organization.
Effectively troubleshoots customer business issues.
Involves key stakeholders (employees, customers, investors, partners) in the planning process to gain diverse perspectives and buy-in.
Uses risk management to make more effective business decisions.
Describes and summarizes data.
If [Participant Name] were to make improvements in Business Acumen, what are your suggestions for how he/she can improve this?
Time Management	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Understands the importance of being on time.
Delegates routine tasks to team members, allowing the manager to concentrate on more strategic or complex responsibilities.
Delegates simple tasks to employees so the manager can focus on more complex tasks.
Accomplishes more despite limitations in time constraints.
Continues working on the most important tasks until they are completed.
Delegates tasks to free up time to focus on more important issues.
If [Participant Name] were to make improvements in Time Management, what are your suggestions for how he/she can improve this?

46. Strengths
    
    
    
47. Areas for Development
    
    
    
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.