Wednesday, December 14, 2022

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What We Learned About Employee Experience in 2022

360 Feedback Questions2022-08-26T17:01:44+00:00

360 Degree Feedback Questions

Measure the most important leadership competencies.

woman looking over 360 feedback questions

Proven 360 Degree Feedback Competencies and Leadership Intelligence® Assessments

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.

Use our Foundational Leadership Competencies to Measure What Matters Most

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

Getting Results

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

Leading Change

  • Organizational Alignment
  • Change Management
  • Collaboration
  • Innovation

Engaging People

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

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

360 feedback leadership competencies on mobile device
360 feedback questions as shown on a desktop

What is a 360 Degree Feedback Behavioral Statement?

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.

Actionable 360 Degree Feedback Questions

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.

360 Degree Feedback Example Questions

Here are some examples of 360 Degree Feedback statements that provide actionable employee feedback to leaders:

Results Orientation2022-08-27T17:28:18+00:00
  • Maintains focus and commitment despite challenges or setbacks.
  • Breaks down larger projects into manageable tasks.
  • Delivers solid results, even in challenging situations.
  • Sets high performance standards for his/her team.
Collaboration2022-08-27T17:28:28+00:00
  • Demonstrates appreciation for the unique differences and perspectives of others.
  • Builds and maintains strong working relationships with others.
  • Works effectively with individuals at all levels of the organization.
  • Facilitates teamwork and communication across functions, divisions, & departments.
Engaging Leadership2022-08-27T17:28:39+00:00
  • Shows excitement for and engagement in the work that he/she does.
  • Fosters energy, enthusiasm, and commitment in others.
  • Sets a good example of the behavior he/she asks for.
  • Creates an environment in which others choose to do their best.
Derailers2022-08-27T17:28:48+00:00
  • Volatile: Loses temper or patience quickly; irritable or lacks composure.
  • Lacks Confidence: Overly concerned with making mistakes; indecisive.
  • Unapproachable: Distant or isolated; fails to build effective relationships.
  • Exclusive: Excludes others; fails to treat others fairly; shows favoritism.

Leadership Derailers

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?

Common Leadership Derailers

Based on years of research and experience, we have identified thirteen of the most common leadership derailers. These include:
LACKS FOCUS
Easily distracted; shifts from task to task without getting the most critical things done.
NOT TRUSTED
Violates or compromises the trust of others; has difficulty gaining the trust of others.
CLOSED-MINDED
Is closed to new ideas; not open to constructive feedback; unwilling to consider other viewpoints.
NOT A TEAM PLAYER
Selfish; places personal agenda before the good of the team.
MICROMANAGER
Overly controlling; does not empower others with the freedom and latitude to do their best work.
EAGER TO PLEASE
Overly concerned with being accepted and liked; defers to other people’s opinions.
DISENGAGED
Appears bored or dissatisfied with work; does just enough to “get by.”
VOLATILE
Loses his/her temper; loses patience quickly; irritable and lacks composure.
PERFECTIONIST
Fails to recognize when something is “good enough;” obsessive; uncompromising.

Partnering with DecisionWise

For over 25 years, DecisionWise has helped organizations, teams, leaders, and individuals create competency-based cultures that drive success. Our 360 Degree Feedback software platform and validated assessments provide unmatched quality in helping individuals to make meaningful improvements.

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