What is a 360 degree survey?
360 feedback is a unique type of feedback that is often used for leader development. Basically, the leader is asked a series of questions about his/her behaviors (e.g., setting a vision or encouraging teamwork) and the results of those behaviors (e.g., fostering trust and team performance). Then, people who know the leader well and have observed his/her behaviors answer the same set of questions. These raters typically consist of the leader’s boss, peers, and direct reports, as well as internal and external customers. It is this feedback from all sides that results in a 360 degree “view” of the leader’s actions. More information is available here.
Why multi-domain? Why include family, friends and community domains?
Most leadership development programs operate within the context of work. We find this approach limiting. Most leaders' first role models are outside of work (parents, teachers, sport figures) and we enact leadership in many roles inside and outside work. Leadership is about relationships and bringing people together to meet a shared goal. This occurs well beyond work. By getting feedback from all areas our lives, we can highlight synergies where we can bring skills from one area to another, identify opportunities to practice new skills, and foster greater personal coherence and integration.
More information is available here and here.
Why am I being asked to evaluate this person?
In short, you were asked because your feedback is valuable for his or her development. Your honest feedback helps build self-awareness and identify opportunities for development. Your responses will only be used for personal development, not for any instrumental purposes such as promotions or performance appraisals.
How long with the survey take?
It should take approximately 15 minutes.
What should I do if I can't answer a question?
If you cannot provide an honest answer or a question seems irrelevant, please mark "I don't know". You might be tempted to answer with a middle-level evaluation if you don't know, but this will affect the averages. Especially for evaluators outside of a work context, you might immediately think some items are not relevant. However, before deciding something is irrelevant, think for a moment. For example, behaviors such as creating a vision feel very work-oriented upon first thought, but are also relevant outside of work. Did this person paint a picture of an ideal holiday or a winning season while coaching a sports team?
Will my responses be confidential?
We assure anonymity, with the following caveat. If the leader only invites one person to a particular category (e.g., peer), then the leader will likely know who you are. The exception to this scenario is the direct report category, in which at least two raters must participate in order for feedback to be displayed.
I know this person in more than one role (work and friends, for example) how should I answer?
You should think about the person in the context in which they asked for your evaluation. For example, although you may have some ideas about what your spouse does at work, please only evaluate this person based on your experiences in the family domain.
Where can I find the Planning Guide?
You can find it online here.
360 feedback is a unique type of feedback that is often used for leader development. Basically, the leader is asked a series of questions about his/her behaviors (e.g., setting a vision or encouraging teamwork) and the results of those behaviors (e.g., fostering trust and team performance). Then, people who know the leader well and have observed his/her behaviors answer the same set of questions. These raters typically consist of the leader’s boss, peers, and direct reports, as well as internal and external customers. It is this feedback from all sides that results in a 360 degree “view” of the leader’s actions. More information is available here.
Why multi-domain? Why include family, friends and community domains?
Most leadership development programs operate within the context of work. We find this approach limiting. Most leaders' first role models are outside of work (parents, teachers, sport figures) and we enact leadership in many roles inside and outside work. Leadership is about relationships and bringing people together to meet a shared goal. This occurs well beyond work. By getting feedback from all areas our lives, we can highlight synergies where we can bring skills from one area to another, identify opportunities to practice new skills, and foster greater personal coherence and integration.
More information is available here and here.
Why am I being asked to evaluate this person?
In short, you were asked because your feedback is valuable for his or her development. Your honest feedback helps build self-awareness and identify opportunities for development. Your responses will only be used for personal development, not for any instrumental purposes such as promotions or performance appraisals.
How long with the survey take?
It should take approximately 15 minutes.
What should I do if I can't answer a question?
If you cannot provide an honest answer or a question seems irrelevant, please mark "I don't know". You might be tempted to answer with a middle-level evaluation if you don't know, but this will affect the averages. Especially for evaluators outside of a work context, you might immediately think some items are not relevant. However, before deciding something is irrelevant, think for a moment. For example, behaviors such as creating a vision feel very work-oriented upon first thought, but are also relevant outside of work. Did this person paint a picture of an ideal holiday or a winning season while coaching a sports team?
Will my responses be confidential?
We assure anonymity, with the following caveat. If the leader only invites one person to a particular category (e.g., peer), then the leader will likely know who you are. The exception to this scenario is the direct report category, in which at least two raters must participate in order for feedback to be displayed.
I know this person in more than one role (work and friends, for example) how should I answer?
You should think about the person in the context in which they asked for your evaluation. For example, although you may have some ideas about what your spouse does at work, please only evaluate this person based on your experiences in the family domain.
Where can I find the Planning Guide?
You can find it online here.