360 Degree Feedback Sample 6

ABC Global 360-Degree Feedback

You are providing feedback to:


You have been selected to provide feedback for the manager listed above. Your feedback is an important part of our company'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.

Please provide feedback using the form below. If you are not able to respond to an item, leave it blank and go on to the next item. When you have finished, press the SAVE or COMPLETED button at the bottom of the form.

Note: When you enter text comments into the boxes below, please focus your comments on work behaviors and styles. The comments that you type will be viewed by the individual receiving the feedback. Do not enter personal information about yourself unless you want this individual to know you are the author of these comments.

To what extent does exhibit the following ...

Leading Change

The ability to bring about strategic change, both internally and externally, to meet organizational goals. Inherent to this is the ability to establish an organizational vision and to implement it in a continuously changing environment.

Creativity and Innovation - Develops new insights into situations and applies innovative solutions to make organizational improvements; creates a work environment that encourages creative thinking and innovation; designs and implements new or cutting-edge programs/processes.

External Awareness - Identifies and keeps up to date on key national and international policies and economic, political, and social trends that affect the organization. Understands near-term and long-range plans and determines how best to be positioned to achieve a competitive business advantage in a global economy.

Flexibility - Is open to change and new information; adapts behavior and work methods in response to new information, changing conditions, or unexpected obstacles. Adjusts rapidly to new situations warranting attention and resolution.

Resilience - Deals effectively with pressure; maintains focus and intensity and remains optimistic and persistent, even under adversity. Recovers quickly from setbacks. Effectively balances personal life and work.

Service Motivation - Creates and sustains an organizational culture which encourages others to provide the quality of service essential to high performance. Enables others to acquire the tools and support they need to perform well. Shows a commitment to public service. Influences others toward a spirit of service and meaningful contributions to mission accomplishment.

Strategic Thinking - Formulates effective strategies consistent with the business and competitive strategy of the organization in a global economy. Examines policy issues and strategic planning with a long-term perspective. Determines objectives and sets priorities; anticipates potential threats or opportunities.

Vision - Takes a long-term view and acts as a catalyst for organizational change; builds a shared vision with others. Influences others to translate vision into action.

Please feel free to provide any comments to help explain your responses for Leading Change.

Leading People

The ability to lead people toward meeting our vision, mission, and goals. Inherent to this competency is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.

Conflict Management - Identifies and takes steps to prevent potential situations that could result in unpleasant confrontations. Manages and resolves conflicts and disagreements in a positive and constructive manner to minimize negative impact.

Leveraging Diversity - Recruits, develops, and retains a diverse high quality workforce in an equitable manner. Leads and manages an inclusive workplace that maximizes the talents of each person to achieve sound business results. Respects, understands, values and seeks out individual differences to achieve the vision and mission of the organization. Develops and uses measures and rewards to hold self and others accountable for achieving results that embody the principles of diversity.

Developing Others - Works with staff to develop individual development plans addressing employee needs and meeting organizational goals. Provides constructive feedback, guidance, and reinforcement to employees regarding job performance.

Team Building - Facilitates cooperation; Inspires, motivates, and guides others toward goal accomplishments. Fosters an environment of inclusion in which individual diversity and individual differences are valued and leveraged to realize goals.

Please feel free to provide any comments to help explain your responses for Leading People.

Results Driven

The ability to meet organizational goals and to produce timely and relevant deliverables to the company and the industry. Inherent to this competency is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.

Accountability - Assures that effective controls are developed and maintained to ensure the integrity of the organization. Holds self and others accountable for rules and responsibilities. Can be relied upon to ensure that projects within areas of specific responsibility are completed in a timely manner and within budget. Monitors and evaluates plans; focuses on results and measuring attainment of outcomes.

Customer Service - Balancing interests of a variety of clients; readily readjusts priorities to respond to pressing and changing client demands. Anticipates and meets the need of clients; achieves quality end-products; is committed to continuous improvement of services.

Decisiveness - Exercises good judgment by making sound and well-informed decisions; perceives the impact and implications of decisions; makes effective and timely decisions, even when data is limited or solutions produce unpleasant consequences; is proactive and achievement oriented.

Entrepreneurship - Identifies opportunities to develop and market new products and services within or outside of the organization. Is willing to take risks; initiates actions that involve a deliberate risk to achieve a recognized benefit or advantage.

Problem Solving - Identifies and analyzes problems; distinguishes between relevant and irrelevant information to make logical decisions; provides solutions to individual and organizational problems.

Technical Credibility - Understands and appropriately applies procedures, requirements, regulations, and policies related to specialized expertise. Is able to make sound hiring and capital resource decisions and to address training and development needs. Understands linkages between administrative competencies and mission needs.

Please feel free to provide any comments to help explain your responses for Results Driven.

Business Acumen

The ability to manage human, financial, and information resources strategically; to leverage new and emerging technologies to realize successful business outcomes.

Human Resources Management - Assesses current and future staffing needs based on organizational goals and budget realities. Using merit principles, ensures staff are appropriately selected, developed, utilized, appraised, and rewarded; takes corrective action.

Technology Management - Uses efficient and cost-effective approaches to integrate technology into the workplace and improve program effectiveness. Develops strategies using new technology to enhance decision making. Understands the impact of technological changes on the organization.

Financial Management - Demonstrates broad understanding of principles of financial management and marketing expertise necessary to ensure appropriate funding levels. Prepares, justifies, and/or administers the budget for the program area; uses cost-benefit thinking to set priorities; monitors expenditures in support of programs and policies. Identifies cost-effective approaches. Manages procurement and contracting.

Please feel free to provide any comments to help explain your responses for Business Accumen.

Building Coalitions/Communications

The ability to build coalitions internally across function groups and offices, and externally with other associations, businesses and legal and regulatory entities to realize positive business outcomes. It includes the ability to navigate complex and multi-tiered relationships to achieve organizational goals.

Partnering - Develops networks and builds alliances, engages in cross-functional activities; collaborates across boundaries, and finds common ground with a widening range of stakeholders. Utilizes contacts to build and strengthen internal support bases.

Political Savvy - Identifies the internal and external politics that impact the work of the organization. Approaches each problem situation with a clear perception of organizational and political reality; recognizes the impact of alternative courses of action.

Influencing/Negotiating - Persuades others; builds consensus through give and take; gains cooperation from others to obtain information and accomplish goals; facilitates "win-win" situations.

Please feel free to provide any comments to help explain your responses for Building Coalitions/Communications.

Core Competencies

Interpersonal Skills - Considers and responds appropriately to the needs, feelings, and capabilities of different people in different situations; is tactful, compassionate and sensitive, and treats others with respect.

Oral Communication - Makes clear and convincing oral presentations to individuals or groups; listens effectively and clarifies information as needed; facilitates an open exchange of ideas and fosters an atmosphere of open communication.

Written Communication - Expresses facts and ideas in writing in a clear, convincing and organized manner.

Integrity/Honesty - Instills mutual trust and confidence; creates a culture that fosters high standards of ethics; behaves in a fair and ethical manner toward others, and demonstrates a sense of corporate responsibility and commitment to member service.

Continual Learning - Grasps the essence of new information; masters new technical and business knowledge; recognizes own strengths and weaknesses; pursues self-development; seeks feedback from others and opportunities to master new knowledge.

Please feel free to provide any comments to help explain your responses for Core Competencies.

Final Comments

In the spaces provided below, please type in any comments/feedback about yourself that you believe are relevant to your development.

The following starter questions are provided to help trigger your feedback comments. Think of your interaction with over the course of the year and the extent to which realized objectives through people management, budget management, interpersonal relationships and other factors.

  1. In what ways contributed to our success and/or departmental goals / initiatives? Is there anything that stands out in particular or specific examples worth mentioning?
  2. What were your disappointments relative to "misses" if any this year? Specific examples?
  3. What competencies were demonstrated at a higher than expected level? Examples?
  4. What competencies represent developmental opportunities? Examples?
  5. Any other thoughts?

Greatest Strengths

Areas for Development

Status of the Form

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