Form

Leadership 360 Survey Template

Interactive, behaviorally-anchored 360-feedback form that collects multi-rater ratings and qualitative examples, supports anonymity options, and captures structured JSON responses for aggregation and calibration.

Interactive Tool

Leadership 360 Feedback

Thank you for providing thoughtful feedback. This short 360 asks you to rate observable leadership behaviors and offer concrete examples. Your responses help surface development priorities for the leader. If you prefer to remain anonymous, select the anonymity option below.

Leave blank to remain anonymous if you prefer. If anonymous, responses will not be linked to your account.
Optional. Providing your email allows follow-up clarification if the leader requests it.
Selecting 'Yes' means your name and email (if provided) will be stored separately and not shared with the leader during reporting.
Choose the option that best describes your relationship. This helps calibration and pattern detection during aggregation.
Optional.
1 = Rarely demonstrates this behavior. 3 = Sometimes, communication is inconsistent. 5 = Consistently clarifies vision and links work to purpose. Rate 1-5.
1.0 10.0
1 = Avoids or delays decisions causing confusion. 3 = Decisions are sometimes unclear or poorly timed. 5 = Makes clear, timely, well-informed decisions.
1.0 10.0
Rate observable behavior: clarity, responsiveness, and ability to listen and incorporate feedback.
1.0 10.0
Consider how the leader handles stress, feedback, and interpersonal dynamics.
1.0 10.0
Observable actions include coaching, delegation for development, and offering constructive feedback.
1.0 10.0
Rate how consistently the leader sets clear expectations and follows through on commitments.
1.0 10.0
Consider cooperation, cross-functional influence, and partnering behavior.
1.0 10.0
Observable behaviors include explaining reasons for change, addressing concerns, and enabling others to shift priorities.
1.0 10.0
A single summary rating of the leader's overall effectiveness based on your experience.
1.0 10.0
Concrete examples make feedback more actionable.
Be specific about behaviors, situations, or patterns. Suggestions for next steps are helpful.
Examples should include what happened, when, and the impact. These are valuable during calibration and coaching conversations.
Focus on a single high-impact action that the leader or their coach could take.
Yes = de-identified quotes may be included. No = your text will not be shared beyond the aggregation process.
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