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 .

Persuasion and Influence	Needs Improvement	Could Benefit from Development	Performs as Expected	Is a Role Model for Others	Don't Know
Persuades others to consider alternative points of view.
Communicates effectively with others.
Develops a good rapport with others.
Has excellent influencing/negotiating skills.
Ensures stakeholders are involved in the decision making process.
Attempts to persuade others rather than simply control them.
Able to express own goals and needs.
Seeks to obtain consensus or compromise.
Understanding what others need.
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
Fosters a collaborative work environment where everyone feels committed to achieve common goals.
Shares skills and time to help the team thrive.
Effectively works with others to create solutions to problems.
Facilitates resolving differences to strengthen team unity.
Regularly seeks feedback from employees on how to improve collaboration and acts on their suggestions.
Develops networks and builds alliances with employees throughout the company.
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.
Honest about owning up to mistakes made.
Anticipates the concerns of other employees.
Values the opinions of others.
Is a role model for others demonstrating the importance of interpersonal skills.
Willing to overlook personal differences and focus on completing the task at hand.
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
Will take action to address a problem rather than to wait to confer with others about the situation.
Is ambitious when working on the project.
Moves forward on important projects.
Works quickly when faced with difficult problems.
Sets high standards for themselves and others.
Pursues goals with action to achieve success.
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
Keep themselves up-to-date of technical/professional issues
Contributing fully to the extent of their skills
Allows employees to fully participate in employee training and professional development.
Demonstrate enthusiasm and a willingness to learn new skills and knowledge
Encourages employees to take courses relevant to their job.
Seeks opportunities for continuous learning.
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 the individual needs of customers.
Anticipates marketplace opportunities and supports speed to market.
Knows how to use financial information to make an impact on the organization.
Understands cash flow procedures and statements.
Formulates business strategies for addressing the Company's important needs.
Evaluates risks in terms of their business impact and likelihood of occurrence.
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
Uses scripts or software tools to automate computer centered processes.
Delegates routine tasks to team members, allowing the manager to concentrate on more strategic or complex responsibilities.
Performs high-impact work first.
Sets clearly defined goals.
Focuses on tasks that have high priority.
Achieves more work within the limited time constraints.
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.