DecisionWise

360 Degree Feedback Survey for Business Leaders

360 Survey for Business Leaders

This survey provides feedback on areas critical to this person's success. The statements listed below describe the behaviors required for leadership excellence. It is important that you provide thoughtful and candid feedback. When you're done, submit your responses by clicking "Submit" below. Thank you for your participation!

Business Acumen	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
1. Stays current with the latest trends and advances in his/her industry or field.
2. Demonstrates a clear understanding of the factors that impact our success as a business.
3. Is respected as a talented and knowledgeable person in his/her area of responsibility.
4. Sets clear direction that aligns his/her team with the organization's strategy.

Decision Making	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
5. Makes decisions that reflect a clear understanding of what we do.
6. Considers multiple sources of information when making important decisions.
7. Makes decisions in a timely manner.
8. Demonstrates good judgment and common sense when making decisions.

Planning & Organization	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
9. Creates short-term goals that fit within the long-term strategy of the organization.
10. Breaks down larger projects into manageable tasks.
11. Uses his/her time effectively.
12. Keeps people focused on the organization’s key initiatives and priorities.

Integrity & Trust	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
13. Is honest, ethical, and trustworthy.
14. Can be counted on to follow through with his/her promises.
15. Takes responsibility for his/her own actions.
16. Sets a good example of the behavior he/she asks for.

Innovation & Creativity	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
17. Identifies innovative solutions through “out-of-the-box” thinking.
18. Has good judgment about which creative ideas and suggestions will work.
19. Turns new ideas and innovative solutions into new products and/or services.
20. Creates an environment that encourages innovation, risk taking, and challenge.

Results Orientation	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
21. Delivers solid results, even in challenging situations.
22. Maintains focus and commitment despite challenges or setbacks.
23. Sets high performance standards for his/her team.
24. Creates a sense of accountability for results within his/her team.

Customer Focus	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
25. Builds and maintains excellent relationships with internal/external customers.
26. Finds solutions with even the most demanding customers.
27. Consistently advocates for superior quality.
28. Sets high standards of excellence for serving customers.

Managing Change	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
29. Accepts changes and adapts to new situations and responsibilities.
30. Adjusts priorities in order to address changing situations and conditions.
31. Effectively implements change.
32. Establishes an environment in which others embrace change.

Communication	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
33. Establishes effective two-way communication with others.
34. Shares information in a clear and concise manner.
35. Is open to feedback without becoming defensive.
36. Provides candid feedback to others in a way that facilitates improvement.

Teamwork & Collaboration	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
37. I can trust this person to represent my interests, even if I am not around.
38. Looks for solutions where all parties will benefit.
39. Creates an environment of openness and cooperation.
40. Facilitates teamwork and communication across functions, divisions, and/or departments.

Leading Others	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
41. Builds strong relationships with others.
42. Fosters energy, enthusiasm, and commitment in others.
43. Provides challenging assignments and opportunities for others to grow.
44. Takes the time to coach, mentor, and support others.

Performance Management	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
45. Delegates both routine and critical tasks or responsibilities.
46. Empowers others with the resources and authority they need to succeed.
47. Takes timely corrective action for poor performance.
48. Recognizes and rewards people for excellent performance.

General	Very Poor	Poor	Fair	Average	Good	Excellent	Out- standing	Don't Know
49. Overall, I rate this person's business skills and abilities as ...
50. Overall, I rate this person’s relationships with others as ...
51. Overall, I rate this person's contributions and achievements as ...

DERAILERS

This section focuses on behavior CHALLENGES that undermine the person's results.

A derailer is a behavior that gets in the way of optimal results. A derailer is not just a weakness. We all have many weaknesses that we may not need to develop to succeed. A derailer is a weakness that requires improvement if we are to realize our potential. Please indicate to what extent the person demonstrates each of the behaviors described below.

Derailers	None	Very Little	Some	Quite a Bit	A Great Deal	Don't Know
52. Lacks Focus: Easily distracted; shifts from task to task without getting the most critical things done.
53. Not a Team Player: Selfish; places personal agenda before the good of the team.
54. Disengaged: Appears bored or dissatisfied with work; does just enough to "get by."
55. Not Trusted: Violates or compromises the trust of others; has difficulty gaining the trust of others.
56. Micromanager: Overly controlling; does not empower others with the freedom and latitude to do their best work.
57. Volatile: Loses his/her temper; loses patience quickly; irritable and lacks composure.
58. Lacks Confidence: Overly concerned with making mistakes; indecisive; avoids risk.
59. Aloof: Distant, unapproachable, or isolated; viewed as indifferent to others; fails to build effective relationships.
60. Arrogant: Egotistical; displays a strong sense of entitlement.
61. Closed-Minded: Is closed to new ideas; not open to critical feedback; unwilling to consider other viewpoints.
62. Eager to Please: Overly concerned with being accepted and liked; defers to other people's opinions.
63. Perfectionist: Fails to recognize when something is "good enough;" obsessive; uncompromising.
64. Complacent: Stagnant; avoids opportunities for personal growth or learning.
65. Key Deficiency: Lacks one or more job-specific skills critically needed to perform the job effectively.

66. Please describe the above "Key Deficiency" (if any).

67. Describe this person's greatest strengths as a leader.

68. Describe specific things this person could do to become a more effective leader.

Press the SUBMIT button. Thank you for taking the survey.

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