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Leadership - 360 Degree Feedback Survey Sample #1

Leadership
Leaders set the focus and direction of a team, department, or organization. They make important decisions regarding the acquisition and allocation of resources. Good leaders inspire and motivate others to act.
How do you measure Leadership?
360-Degree Feedback Assessments. A common tool for measuring leadership is the use of 360-degree feedback assessments. These survey tools collect feedback using questionnaire items grouped into various competencies important for the position being assessed. Feedback is collected from different perspectives around the individual including: self, supervisor(s), peers, subordinates, and others. The results of these different perspectives are combined into an assessment report showing the areas of leadership that are strengths and the areas that need further development.
What competencies are important for Leadership?
Some important competencies include:
  • Management - Delegating authority and tasks
  • Bias for Action - To take the initiative and make prompt decisions
  • Supervisory Skills - Providing clear communication; resolving conflicts; boosting morale
  • Decision Making - Deciding the direction and focus of the team; determining the use of resources
  • Trustworthy - The foundation of relationships, trustworthiness enables open communication
  • Empowering Others - Increases engagement in employees and enhances productivity by enabling employees to act quickly
  • Interpersonal Skills - Enables building strong relationships; facilitates communication resulting in fewer conflicts to be resolved
Leadership Competency Assessment
The following questionnaire can be used for assessing Leadership competency. The questionnaire includes a variety of competencies related to or required for leadership. Competency questionnaires can be created to measure leadership at different levels in the organization.




360-Degree Feedback Survey

Questionnaires Measuring Leadership:
Survey 1 (4-point scale; Competency Comments)
Survey 2 (4-point scale; Competency Comments)
Survey 3 (5-point scale; Competency Comments)
Survey 4 (5-point scale; radio buttons)
Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
Survey 8 (3-point scale; Agree/Disagree words; N/A)
Survey 9 (3-point scale; Strength/Development; N/A)
Survey 10 (Comment boxes only)
Survey 11 (Single rating per competency)
Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Instructions:

[Company] is conducting a 360-Degree Feedback Assessment developed by HR-Survey for selected managers.

You have been selected to provide feedback on the employee listed above. Your feedback is an important part of our company's leadership development process and this survey 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 questions below, think about your experiences working with this employee over the last twelve months. The effectiveness of this development tool is dependent on your honest, forthright and constructive responses so please bear this in mind as you answer each question. Your responses will be aggregated with the responses received from others and discussed with the employee to foster growth and on-going development.

Partially completed forms can be saved by using the Save/Still Working button at the bottom of the page. You may return at a later time to complete/edit the form. Your saved responses will be shown each time you re-visit the feedback form. When you are certain that you have completed your responses, and will be not making any changes, click the Complete button.

Competencies Included:
Leadership, Management, Bias for Action, Continual Learning, Supervisory Skills, Decision Making, Trustworthy, Empowering Others, Teamwork, Interpersonal Skills
Sample Result Document:
Sample Results
Your feedback is valuable in helping the individual to understand how they are perceived and experienced by others and the impact their behavior has on people in the organization with whom they interact. Feedback received also acknowledges strengths and identifies areas for development.

Use the form below to provide your feedback. Each field and comment box requires a response before you can SUBMIT your final feedback.

Please ensure that your submission is made between . The survey will only be available during these dates.

Thank you for your participation in the survey. We look forward to seeing the analysis of your responses and we are hoping for 100% participation.

Management Team
Edit this Survey
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Leadership

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Does what they say they will do.
  1. Is a highly principled leader of strong ethics and integrity.
  1. Only accepts exceptional work.
  1. Regularly attends to, and contributes at, meetings.
  1. Able to say "no" when it is essential to maintaining quality and high standards.
  1. Signals commitment to critical processes.
  1. Demonstrates effective leadership talent and skills
If [Participant Name] were to make improvements in Leadership, what are your suggestions for how he/she can improve this?

Management

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Models a strong work ethic that elevates team morale and performance.
  1. Ensures departmental strategies are aligned with broader organizational goals and cross-functional priorities.
  1. Analyzes underlying causes of conflict beyond surface-level symptoms to inform resolution strategies.
  1. Creates clear performance standards that are understandable and fair.
  1. Ensures employees understand their roles, responsibilities, and how their work contributes to team goals.
  1. Instills a sense of purpose by showing how each role supports the organization's goals.
  1. Consistently models high-effort, high-output behaviors, prompting team members to raise their own performance.
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve this?

Bias for Action

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is someone who wants to do more work.
  1. Anticipates challenges and addresses them before they become major obstacles.
  1. Takes purposeful and persistent action to achieve goals.
  1. Uses time management to focus on the most critical tasks and allocate time effectively to ensure they are completed.
  1. Fosters a culture of action orientation.
  1. Encourages and supports team members to take initiative and overcome challenges.
  1. Completes even small tasks to keep the momentum moving forward.
If [Participant Name] were to make improvements in Bias for Action, what are your suggestions for how he/she can improve this?

Continual Learning

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Pursues learning that will enhance job performance.
  1. Takes the initiative to learn new skills.
  1. Builds on their strengths while addressing their weaknesses.
  1. Improves on their skill sets.
  1. Pursues professional development opportunities when they arise.
  1. Takes charge of their training and skills enhancement.
  1. Participates in regular training offered.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can improve this?

Supervisory Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Is diligent about properly documenting disciplinary actions.
  1. Is able to manage emotions during difficult times.
  1. Effectively determines which issues need immediate attention.
  1. Oversees the work of a group of employees.
  1. Prioritizes coaching and constructive feedback to correct behavior.
  1. Speaks to all employees involved to get a complete picture of the situation.
  1. Works well with the team members.
If [Participant Name] were to make improvements in Supervisory Skills, what are your suggestions for how he/she can improve this?

Decision Making

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Integrates environmental factors that may restrict or shape decision outcomes.
  1. Is open to listening to others who may have different ideas.
  1. Makes decisions independently (without having to be told what or how).
  1. Effectively chooses appropriate courses of action.
  1. Receptive to new ideas from others when making decisions.
  1. Acknowledges how personal preferences or blind spots may skew judgment and takes steps to counteract them.
  1. Frames decisions in compelling narratives that inspire buy-in and clarify vision.
If [Participant Name] were to make improvements in Decision Making, what are your suggestions for how he/she can improve this?

Trustworthy

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Seeks to mitigate grievances by clarifying intentions and finding suitable remedies.
  1. Consistently keeps commitments.
  1. Builds and maintains the trust of others.
  1. Works in a way that makes others want to work with her/him.
  1. Delivers on promises made.
  1. Takes ownership, delivers on commitments
  1. Is trustworthy; is someone I can trust.
If [Participant Name] were to make improvements in Trustworthy, what are your suggestions for how he/she can improve this?

Empowering Others

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Coordinates the knowledge, skills and resources of others to accomplish more in the department.
  1. Recognizes the importance of a healthy work/life balance.
  1. Gives employees the resources they need to complete the job.
  1. Gives employees the freedom to set their own schedule.
  1. Acknowledges and appreciates employees for their proactive decision-making.
  1. Allows individuals to be responsible for their decisions.
  1. Gives employees autonomy to complete tasks on their own.
If [Participant Name] were to make improvements in Empowering Others, what are your suggestions for how he/she can improve this?

Teamwork

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Helps the team bounce back from obstacles to progress.
  1. Actively and openly participates in team meetings.
  1. Appreciates the input from other team members.
  1. Recognizes and respects the contributions and needs of each individual.
  1. Helps other team members to research solutions to a problem.
  1. Is able to accurately paraphrase and summarize what other team members have said.
  1. Works with other team members to identify bottle necks in the production process.
If [Participant Name] were to make improvements in Teamwork, what are your suggestions for how he/she can improve this?

Interpersonal Skills

Needs
Improvement
Meets
Minimum
Standards
Is
Proficient
Role
Model
  1. Maintains open and regular communication with others.
  1. Is a highly respected individual in the company.
  1. Is willing to lend a hand to those in the department who need help.
  1. Follows up on inquiries in a timely manner.
  1. Is a role model for others demonstrating the importance of interpersonal skills.
  1. Is well respected in the department.
  1. Gives constructive feedback on performance reviews.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can improve this?

  1. What are [Participant Name Here]'s greatest strengths demonstrated this year?


  2. What are [Participant Name Here]'s areas for development?


  3. Please give any final comments or suggestions for [Participant Name Here]'s assessment.