The 360 Leadership Survey measures the subject's style and effectiveness as a leader.  We are not interested in your identity, only in your observations and opinions.  It takes most people about 10 minutes to complete.  Thank you for your participation. 

1.        Are you completing this survey for an associate, or are you describing yourself?

Describing yourself
Completing for an associate


2.        Name of the person you are profiling:


3.        What are this person's primary strengths as a leader?


4      .  What areas of his or her leadership performance would benefit from improvement?




Indicate your observations of this person in each of the following categories


  Seldom Occasionally Frequently Consistently
Encourages open communication
Spends time developing other people
Listens to people's ideas and opinions
Stays available to others
Solves problems in a positive way
Involves others in key decisions
Helps people stay motivated
Shows concern for people's feelings
  Seldom Occasionally Frequently Consistently
Gives credit or praise when due
Works to create mutual trust
Keeps things as organized as possible
Addresses problems quickly
Deals directly with mistakes
Sets high standards of performance
Makes timely decisions
Sets specific goals and timetables
  Seldom Occasionally Frequently Consistently
Establishes clear priorities
Makes needed information available
Holds people accountable
Holds useful, efficient meetings
Sets an example of hard work
Effectively manages his or her time
Maintains a positive attitude
Follows-through on commitments
  Seldom Occasionally Frequently Consistently
Is honest with others
Is professional and maintains integrity
Takes responsibility for his or her mistakes
Shows pride in her or his work
Strives to improve herself or himself
Works cooperatively with other people


6      . Which statement best describes this person's method of goal-setting and planning?

Sets goals for others and then lets people know what's required of them
Lets people set whatever goals they choose and tries to support them
Establishes challenging goals and clear plans in a joint effort with others
Relies on others to set goals and lets other people figure things out


7      . How does this person react when mistakes are made or performance is less than expected?

Comforts those involved and uses encouragement to keep morale up
Discusses the situation with those involved so productive changes can be made
Usually ignores mistakes and doesn't like to talk about problems or shortcomings
Takes over and makes independent decisions about corrective action


8      .  What does this person do to support the development of others?

Supports the growth of others while ensuring training is practical and useful
Relies on people learning through experience or asking for help from others
Decides what training is required and emphasizes generating immediate results
Gives people training they desire, but doesn't require them to put it into action


9.        When delegating responsibility to others, how is this person most likely to act?

Doesn't provide much input on goals or plans and lets people figure things out on their own
Tells people what to do, how they should do it, and when they should be done
Gives assignments to those who enjoy them and doesn't set specific expectations
Sets clear objectives, along with others, and stays available to provide support


10        When people aren't getting along, what kind of approach would this person take?

Tells people to put their feelings aside and get the job done
Gives extra praise to those involved and try to keep them separated
Promotes open communication on key issues before problems get worse
Avoids getting involved and hopes things will work themselves out


11      . How would you describe this person's overall approach to leadership?

Tries to always keep people happy and emphasizes harmony more than productivity
Works together with others to accomplish goals and fulfill the needs of all involved
Leaves people to handle things on their own and doesn't get very involved
Demands results and is willing to hold people accountable or make the final decision


12      . What kind of relationships does this person usually build with other people?

Works with others on an equal level and can be firm or demanding when needed
Keeps to himself or herself and doesn't get too involved with others
Wants to be the decision-maker and lets people know who's in charge
A very helpful and accommodating person who likes to please others


1      3. Which of these best describes his or her approach to communication?

Tends to stay in the background and speak only when spoken to
Always sympathetic and willing to listen, and tries to avoid disagreements
Takes a direct and assertive approach and keeps a strong focus on the facts
Ask questions, when needed, and expresses ideas and opinions with confidence


14. On a scale of 1 to 10, where 1 is poor and 10 is excellent, how do you rate this person's effectiveness as a leader?

POOR                          AVERAGE                        EXCELLENT

1 2 3 4 5 6 7 8 9 10