360 Degree Feedback Questions

DecisionWise’s 360 Degree Feedback questions are based on 80 research-based leadership competencies that cover over 320 leadership behaviors. Our leadership competencies have been developed over the past 25 years working with leaders and organizations around the world, and they are strongly correlated to successful outcomes. Each competency includes approximately four behavioral descriptors/statements that are both observable and actionable.

Over the years, we have also developed pre-defined assessments that have been shown to be particularly effective across various levels within an organization. Our pre-defined assessments are some of the most effective and reliable in the industry, and they carry the brand: Leadership Intelligence®. When you see the brand Leadership Intelligence® used in connection with one of our assessments or products, you can be sure you are tapping into DecisionWise’s very best offerings.

DecisionWise’s 360 Degree assessments include three foundational competencies, which each have several sub-competencies: ​

• Professional Expertise
• Results Orientation
• Empowerment
• Accountability
• Customer Focus

• Organizational Alignment
• Change Management
• Collaboration
• Innovation

• Wellness
• Interpersonal Communication
• Developing Others
• Psychological Safety
• Engaging Leadership

Each 360 feedback statement helps measure where an employee scores within the competency framework.

Questions on a multi rater feedback assessment are structured as behavioral statements that describe specific leadership behaviors that are correlated with successful outcomes. Raters are asked to rate a participant on the degree to which they successfully align with a behavioral statement. DecisionWise’s 360 Degree Feedback statements (behavioral descriptors) already come preloaded into our 360 Degree Feedback platform. Multiple statements and competencies are combined together to build a comprehensive feedback report that shows scores across each behavioral statement, competencies, and in the aggregate.

DecisionWise’s 360 Degree Feedback questions are designed to be actionable, meaning an individual will know how take action based on their assessment scores. For example, if a leader receives a low score on the statement — “Creates a sense of accountability for results within his/her team” — the leader can easily set a goal and take action to increase accountability within their team. This is in contrast to other less effective evaluation methods, which simply tell a leader whether they meet expectations in the general area of accountability.

A DecisionWise Leadership Intelligence® Assessment also measure leadership derailers using a separate section from our normal leadership competencies. A leadership derailer is a behavior that gets in the way of a leader’s effectiveness, and is often an over-used strength. You can recognize a derailer using these four criteria:

• A derailer has the potential to limit our progress
• Sometimes, a derailer can be linked to a talent taken to an extreme
• Multiple strengths cannot compensate for a derailer
• Others tend to focus on and emphasize our weaknesses

Without a derailers section, you are probably missing important aspects of your overall 360 Degree Feedback picture. Derailers help us measure a leader’s emotional intelligence — their ability to work well with others. Derailers measure those vital interpersonal skills, sometimes referred to as “soft” skills. These soft skills often give us the “how” behind the results. For example, is a leader truly effective if they meet their KPIs, but they can’t keep people from leaving their team?