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360° Surveys

Pre-built assessments for every leadership level — or build custom surveys using our library of 400+ questions across 19+ general competencies and 16 functional skill areas. No certification required.

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Functional Skill Areas Covered

We provide survey questions across all of these functional areas, allowing you to hone in on skills and competencies specific to
an individual’s unique role and responsibilities.

  • Administrative & Office Management
  • Customer Service & Client Experience
  • Data & Analytics
  • Finance & Accounting
  • Human Resources & Talent Management
  • Legal & Regulatory
  • Marketing & Brand Management
  • Operations & Process Management
  • Product Management & Innovation
  • Procurement & Vendor Management
  • Project & Program Management
  • Risk, Compliance & Governance
  • Sales & Business Development
  • Strategy & Strategic Planning
  • Supply Chain & Logistics
  • Technology & Information Systems
  • Legal & Regulatory

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  • 16 functional skill areas
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Frequently asked questions
about 360 feedback

Can Launch 360 support leadership development across different levels of the organization?
Launch 360 can be used across all levels—from individual contributors to senior leadership. Assessments can be tailored to different roles and development goals, helping organizations build consistent leadership capabilities while addressing the unique needs of each level.

Launch 360 can be used across all levels—from individual contributors to senior leadership. Assessments can be tailored to different roles and development goals, helping organizations build consistent leadership capabilities while addressing the unique needs of each level.

Launch 360 can be used across all levels—from individual contributors to senior leadership. Assessments can be tailored to different roles and development goals, helping organizations build consistent leadership capabilities while addressing the unique needs of each level.

Launch 360 can be used across all levels—from individual contributors to senior leadership. Assessments can be tailored to different roles and development goals, helping organizations build consistent leadership capabilities while addressing the unique needs of each level.

  • All Levels

Board Member & Trustee 360°

Governance leadership

1

Vision

  • Ensures the organization’s long-term mission and purpose remain clear, compelling, and central to all major decisions.
  • Helps define and periodically recalibrate the 10-year north star and strategic guardrails for the enterprise.
  • Translates complex market, societal, and regulatory trends into implications for the organization’s future direction.

Open-ended feedback

Please provide feedback on this individual’s ability to shape and steward the organization’s long-term vision at the board level. Consider how they anticipate external shifts, align stakeholders, and ensure the vision is measurable and resilient.

  • Note: Your comments will appear verbatim in the report.

2

Strategic Thinking

  • Ensures the organization’s long-term mission and purpose remain clear, compelling, and central to all major decisions.
  • Helps define and periodically recalibrate the 10-year north star and strategic guardrails for the enterprise.
  • Translates complex market, societal, and regulatory trends into implications for the organization’s future direction.

Open-ended feedback

Please provide feedback on this individual’s ability to shape and steward the organization’s long-term vision at the board level. Consider how they anticipate external shifts, align stakeholders, and ensure the vision is measurable and resilient.

  • Note: Your comments will appear verbatim in the report.

3

Decision-Making & Judgment

  • Ensures the organization’s long-term mission and purpose remain clear, compelling, and central to all major decisions.
  • Helps define and periodically recalibrate the 10-year north star and strategic guardrails for the enterprise.
  • Translates complex market, societal, and regulatory trends into implications for the organization’s future direction.

Open-ended feedback

Please provide feedback on this individual’s ability to shape and steward the organization’s long-term vision at the board level. Consider how they anticipate external shifts, align stakeholders, and ensure the vision is measurable and resilient.

  • Note: Your comments will appear verbatim in the report.

4

Finance & Business Acumen

  • Provides timely and reliable financial insights to support decision-making.
  • Balances cost control with strategic investments that drive growth.
  • Translates complex financial data into clear, actionable guidance for non-financial stakeholders.
  • Anticipates financial risks and proposes strategies to mitigate them.
  • Aligns financial planning with organizational strategy and long-term goals.
  • Demonstrates sound judgment when allocating resources.
  • Demonstrates a clear understanding of the organization’s financial drivers and how they impact strategic decisions.
  • Communicates financial performance, risks, and opportunities clearly to the board and key stakeholders.

Open-ended feedback

Please provide feedback on this individual’s financial and business acumen. Think about how they use financial insights, make resource decisions, and connect strategy to business outcomes.

  • Note: Your comments will appear verbatim in the report.

5

Change Management / Leading Change (Leading Others Through Change)

  • Balances the urgency of immediate crises with a long-term perspective.
  • Creates an environment where setbacks are viewed as opportunities for learning and innovation.
  • Shifts strategies or tactics quickly when circumstances require it.
  • Supports others through organizational change, keeping them engaged and productive.
  • Explains the purpose and benefits of change in a way that builds understanding and support.
  • Anticipates resistance and addresses concerns openly and constructively.
  • Involves the right stakeholders early to create buy-in for change initiatives.
  • Builds trust by being transparent and consistent throughout the change process.
  • Encourages innovation and new approaches as part of the change effort.
  • Earns a reputation as someone who can lead others effectively through uncertainty and transformation.

Open-ended feedback

Please share your observations on this individual’s ability to lead others through change. Reflect on how they communicate, create alignment, and support people during transitions.

  • Note: Your comments will appear verbatim in the report.

6

Risk & Compliance

  • Identifies potential risks proactively and communicates them effectively.
  • Balances risk management with enabling business opportunities.
  • Anticipates regulatory or industry changes and proactively prepares the organization to remain compliant and competitive.
  • Acts with integrity and transparency, even when addressing complex, high-stakes, or unpopular compliance issues.

Open-ended feedback

Please provide feedback on this individual’s approach to risk and compliance. Think about how they identify risks, ensure compliance, and build a culture of accountability.

  • Note: Your comments will appear verbatim in the report.

7

Innovation / Creativity

  • Challenges conventional thinking and encourages new approaches to business problems.
  • Willing to let go of ineffective practices and adopt better ways of working.
  • Connects seemingly unrelated concepts to generate innovative solutions.
  • Encourages experimentation, even when success is not guaranteed.
  • Demonstrates curiosity and actively seeks out new knowledge, trends, or perspectives.
  • Promotes an environment where others feel safe to share unconventional ideas.
  • Takes calculated risks in pursuit of innovative outcomes.
  • Finds new ways to overcome obstacles and resource constraints.
  • Applies creative thinking not only to products/services but also to relationships, communication, and organizational challenges.
  • Helps others think outside of their usual perspectives.
  • Earns a reputation as someone who drives positive change through creativity.
  • Secures buy-in and resources needed to bring new ideas to life.

Open-ended feedback

Please provide feedback on this individual’s external relationship management. Think about how they build trust, represent the organization, and sustain relationships with key stakeholders.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Change Readiness Check-In

Micro-survey for change initiatives

1

Decision-Making & Judgment

  • Makes timely, well-informed decisions that move work forward.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Adapts decisions as new information emerges without losing momentum.
  • Avoids “analysis paralysis” by making confident choices with incomplete information.
  • Maintains composure and clarity when making decisions under uncertainty or stress.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

2

Emotional Intelligence (Self-Regulation + Empathy)

  • Able to manage/regulate their emotions when upset.
  • Navigates emotionally charged conversations without escalating tension.
  • Demonstrates awareness of the impact of their words and actions on others.
  • Adjusts their tone, pace, and nonverbal cues to match the needs of the situation.
  • Leaves others feeling heard, respected, and valued after interactions with them.

Open-ended feedback

Please share your observations on this individual’s emotional intelligence. Think about how they manage emotions, respond with empathy, and adjust to others’ needs.

  • Note: Your comments will appear verbatim in the report.

3

Resilience / Agility / Flexibility (Adjusting to Change Personally)

  • Demonstrates resilience when faced with setbacks, viewing them as opportunities to learn.
  • Remains calm and solution-oriented under pressure.
  • Adapts to changes in priorities, processes, or direction without losing motivation.
  • Adapts quickly when initial ideas or strategies do not work as planned.
  • Adjusts effectively to changing priorities, demands, and organizational needs.

Open-ended feedback

Please provide feedback on this individual’s resilience and adaptability. Think about how they respond to setbacks, adapt to change, and maintain focus under pressure.

  • Note: Your comments will appear verbatim in the report.

4

Change Management / Leading Change (Leading Others Through Change)

  • Communicates effectively during times of change.
  • Explains the purpose and benefits of change in a way that builds understanding and support.
  • Anticipates resistance and addresses concerns openly and constructively.
  • Provides clarity on roles, expectations, and next steps during transitions.
  • Adjusts change strategies based on feedback and emerging realities.

Open-ended feedback

Please share your observations on this individual’s ability to lead others through change. Reflect on how they communicate, create alignment, and support people during transitions.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Customer Service & Experience 360°

Service excellence and customer experience leadership

1

Executive Presence

  • Demonstrates confidence and poise even in uncertain or high-stakes situations.
  • Handles questions with confidence and authority.
  • Speaks and listens in ways that move the discussion forward.
  • Understands the audience / tailors explanations based on the audience.
  • Remains composed and professional under pressure.
  • Demonstrates authenticity — comes across as genuine and trustworthy.
  • Commands attention in a room without dominating the discussion.
  • Earns a reputation as someone whose voice matters in key decisions.

Open-ended feedback

Please share your feedback on this individual’s Executive Presence. Consider how they show up in professional settings, communicate, and influence others.

  • Note: Your comments will appear verbatim in the report.

2

Customer Service & Experience

  • Provides timely, empathetic, and professional responses that resolve customer needs while maintaining trust.
  • Demonstrates resilience and skill in handling difficult or escalated situations, ensuring customers feel heard and valued.
  • Balances immediate customer satisfaction with organizational policies, compliance requirements, and long-term outcomes.
  • Builds and sustains customer loyalty through consistent delivery of high-quality, personalized experiences.
  • Seeks out and acts on customer feedback, using insights to improve processes, products, and interactions.
  • Partners with other departments to address root causes of recurring service issues and prevent future disruptions.
  • Adapts communication and problem-solving approaches to effectively meet the needs of diverse customers and scenarios.
  • Promotes a culture of customer-centricity, modeling behaviors that elevate service excellence across the organization.
  • Proactively anticipates customer expectations, offering solutions and improvements before issues arise.
  • Connects customer service efforts to broader business goals, demonstrating how excellent service drives organizational growth and reputation.
  • Builds a culture of service excellence within the team.

Open-ended feedback

Please share your observations on this individual’s customer service and experience skills. Reflect on how they handle customer needs, build loyalty, and adapt to different situations.

  • Note: Your comments will appear verbatim in the report.

3

Emotional Intelligence

  • Manages their own frustration without getting upset.
  • Navigates emotionally charged conversations without escalating tension.
  • Takes responsibility for when there is an error / things don’t go well (does not blame others).
  • Hears what the other person is “really” saying; listens to others with the desire to understand their perspective.
  • Notices other people’s feelings / picks up on the mood in the room.
  • Recognizes how their behavior affects others.
  • Recognizes unspoken concerns or underlying emotions that others may be hesitant to voice.

Open-ended feedback

Please share your observations on this individual’s emotional intelligence. Think about how they manage emotions, respond with empathy, and adjust to others’ needs.

  • Note: Your comments will appear verbatim in the report.

4

Relationship Management

  • Builds strong relationships with direct reports, peers, and senior leaders.
  • Handles conflict effectively.
  • Shows respect for the ideas and opinions of others.
  • Acts sensitively to other people’s needs / feelings to have a successful interaction.
  • Builds and maintains strong working relationships across the organization.
  • Resolves conflicts in a fair and professional manner.
  • Builds trust with colleagues across levels and functions by following through on commitments.
  • Helps break down silos by encouraging collaboration across departments and functions.
  • Builds consensus when multiple stakeholders hold different perspectives or competing priorities.
  • Uses diplomacy and tact to navigate organizational politics productively.
  • Leaves interactions with others feeling heard, valued, and respected.

Open-ended feedback

Please provide feedback on this individual’s ability to build and sustain relationships. Consider how they collaborate, handle conflict, and show respect for others’ perspectives.

  • Note: Your comments will appear verbatim in the report.

5

Collaboration & Teamwork

  • Earns a reputation as someone others want to collaborate with on important projects.
  • Encourages collaboration to build on others’ ideas and make them stronger.
  • Works effectively with others to achieve shared goals.
  • Actively listens and seeks to understand different perspectives before responding.
  • Shares information openly and keeps others informed in a timely manner.
  • Balances advocating for their own viewpoint with openness to compromise and consensus.
  • Handles disagreements constructively, helping to resolve conflict rather than escalate it.
  • Demonstrates respect for different working styles, backgrounds, and perspectives.
  • Celebrates the achievements of others and gives credit where it is due.
  • Encourages knowledge-sharing and helps break down silos within the organization.
  • Manages their own behavior and emotions to maintain team harmony.

Open-ended feedback

Please share your feedback on this individual’s collaboration and teamwork. Consider how they contribute to group success, respect perspectives, and build an inclusive culture.

  • Note: Your comments will appear verbatim in the report.

6

Influence

  • Gains commitment from others without relying solely on authority or position.
  • Builds coalitions and gains alignment across different perspectives.
  • Earns respect and credibility that make others willing to follow their lead.
  • Builds influence through expertise, reliability, and integrity rather than title alone.
  • Is seen as a trusted advisor whose opinion carries weight with others.
  • Communicates ideas in ways that inspire commitment and action.
  • Anticipates objections and addresses them constructively.
  • Helps people see the benefits of change and reduces resistance.
  • Mobilizes stakeholders to move beyond agreement to concrete action.

Open-ended feedback

Please provide feedback on this individual’s ability to influence others. Reflect on how they gain support, build credibility, and inspire action.

7

Resilience / Agility / Flexibility

  • Demonstrates resilience when faced with setbacks, viewing them as opportunities to learn.
  • Encourages resilience by helping others learn from setbacks and failures.
  • Bounces back quickly after setbacks or mistakes.
  • Maintains consistent performance despite workload pressure or tight deadlines.
  • Serves as a role model by embracing change rather than resisting it.
  • Stays open to learning when faced with difficult feedback or outcomes.
  • Keeps a positive attitude and contributes to morale during stressful periods.
  • Adapts to changes in priorities, processes, or direction without losing motivation.
  • Demonstrates composure and steadiness during crises or high-stakes situations.
  • Adapts quickly when initial ideas or strategies do not work as planned.

Open-ended feedback

Please provide feedback on this individual’s resilience and adaptability. Think about how they respond to setbacks, adapt to change, and maintain focus under pressure.

  • Note: Your comments will appear verbatim in the report.
  • Manager/Executive

Educational Leadership 360°

K-12 and higher education

1

Educational Leadership

  • Creates a clear and inspiring vision for the school that connects academic achievement, student well-being, and community values.
  • Aligns school policies, programs, and resources with long-term educational goals and measurable student outcomes.
  • Demonstrates strong instructional leadership by supporting curriculum quality, teaching effectiveness, and evidence-based practices.
  • Uses data and analytics to monitor student performance, identify gaps, and implement targeted improvement strategies.
  • Balances academic rigor with student safety, mental health, and holistic development.
  • Builds trust and credibility with parents, teachers, students, and the broader community through transparent communication.
  • Manages conflicts among students, parents, staff, and external stakeholders with fairness, professionalism, and sound judgment.
  • Champions equity, inclusion, and access for all students, ensuring policies and practices reduce disparities in outcomes.
  • Engages parents and guardians as partners in education, fostering collaboration that supports student success.
  • Demonstrates financial stewardship by managing budgets and resources responsibly in ways that maximize student impact.
  • Responds effectively to crises (e.g., safety incidents, public health concerns, reputational risks) with composure and clarity.
  • Navigates complex compliance requirements such as accreditation, funding regulations, and education laws while keeping focus on learning priorities.
  • Encourages innovation in teaching and learning while ensuring changes are sustainable and scalable.

Open-ended feedback

Please share your observations on this individual’s educational leadership and community engagement. Think about how they set vision, build trust, and support students, staff, and families.

  • Note: Your comments will appear verbatim in the report.

2

Vision

  • Conveys a clear vision of the business unit or company’s future.
  • Clearly communicates an inspiring and forward-looking vision that others can rally behind.
  • Translates organizational mission and strategy into meaningful goals for their team.
  • Connects day-to-day work to a broader purpose, helping others see why their contributions matter.
  • Generates enthusiasm and commitment by aligning people around a shared direction.
  • Helps others see the “big picture” by explaining how today’s work contributes to future success.
  • Encourages others to think beyond immediate tasks and consider long-term possibilities.
  • Adapts the vision to different audiences, making it understandable and motivating for all.
  • Demonstrates consistency between stated vision and actual decisions/actions.
  • Inspires confidence in the future even during times of uncertainty or change.
  • Inspires others with a compelling vision of the future.
  • Anticipates future trends and guides the team to proactively adapt.

Open-ended feedback

Please provide feedback on this individual’s ability to create and communicate a clear vision. Think about how they inspire others and connect day-to-day work to long-term goals.

  • Note: Your comments will appear verbatim in the report.

3

Decision-Making & Judgment

  • Able to make tough decisions in a timely manner.
  • Makes timely, well-informed decisions that move work forward.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Takes ownership of decisions and remains accountable for outcomes.
  • Seeks input from the right stakeholders before making key decisions
  • Adapts decisions as new information emerges without losing momentum.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Avoids “analysis paralysis” by making confident choices with incomplete information.
  • Ensures decisions reflect both organizational priorities and ethical considerations.
  • Recognizes when a decision requires urgency versus when it benefits from more deliberation.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

4

Integrity & Ethics

  • Demonstrates integrity and consistency in decision-making.
  • Makes decisions that align with organizational values, even when unpopular.
  • Communicates openly, honestly, and with transparency.
  • Models humility by acknowledging mistakes and learning from them.
  • Holds themselves accountable to the same standards they expect from others.
  • Demonstrates consistency between stated values and daily actions.
  • Addresses unethical behavior or misconduct promptly, even when uncomfortable.
  • Treats all individuals with fairness, dignity, and respect.
  • Protects confidentiality and uses discretion appropriately.
  • Builds trust by being reliable, consistent, and principled in decision-making.
  • Maintains professionalism under pressure, avoiding behaviors that compromise ethics.
  • Encourages an ethical culture by setting a positive example for others.

Open-ended feedback

Please share your thoughts on this individual’s integrity and ethical behavior. Consider how they handle difficult situations and build trust through fairness.

  • Note: Your comments will appear verbatim in the report.

5

Emotional Intelligence (Self-Regulation + Empathy)

  • Manages their own frustration without getting upset.
  • Navigates emotionally charged conversations without escalating tension.
  • Admits to his/her shortcomings.
  • Able to manage/regulate their emotions when upset.
  • Takes responsibility for when there is an error/things don't go well (does not blame others).
  • Manages stress well.
  • Is aware of their emotions as they happen.
  • Able to "hold their tongue"/not act when it will not help the situation.
  • Hears what the other person is 'really' saying. Listens to others with the desire to understand their perspective.
  • Is open to feedback.
  • Notices other people's feelings / picks up on the mood in the room.
  • Recognizes how their behavior affects others.

Open-ended feedback

Please share your observations on this individual’s emotional intelligence. Think about how they manage emotions, respond with empathy, and adjust to others’ needs.

  • Note: Your comments will appear verbatim in the report.

6

Change Management / Leading Change (Leading Others Through Change)

  • Balances the urgency of immediate crises with a long-term perspective.
  • Creates an environment where setbacks are viewed as opportunities for learning and innovation.
  • Encourages team members to embrace change rather than resist it.
  • Supports others through organizational change, keeping them engaged and productive.
  • Recognizes signs of burnout (in themselves or others) and takes steps to address them.
  • Communicates effectively during times of change.
  • Helps others remain positive and productive during transitions.
  • Explains the purpose and benefits of change in a way that builds understanding and support.
  • Anticipates resistance and addresses concerns openly and constructively.
  • Identifies and celebrates early wins to build momentum.

Open-ended feedback

Please share your observations on this individual’s ability to lead others through change. Reflect on how they communicate, create alignment, and support people during transitions.

7

Learning Agility / Continuous Learning

  • Seeks out new knowledge and skills to stay current in their field.
  • Adapts quickly when faced with unfamiliar situations or challenges.
  • Demonstrates curiosity by asking questions and exploring new ideas.
  • Reflects on successes and failures to extract lessons for future improvement.
  • Applies lessons learned from past experiences to new and different contexts.
  • Takes feedback seriously and uses it to make meaningful changes in behavior.
  • Shows willingness to experiment with new approaches, even if the outcome is uncertain.
  • Balances learning new things with applying existing expertise effectively.
  • Takes initiative to expand their knowledge beyond their immediate role or function.
  • Builds personal networks to access new information, insights, and learning opportunities.
  • Stays ahead of industry or market trends by proactively pursuing learning opportunities.

Open-ended feedback

Please provide feedback on this individual’s learning agility. Consider how they seek out new knowledge, learn from experience, and adapt to new challenges.

  • Note: Your comments will appear verbatim in the report.

8

Cultural & Diversity Awareness

  • Values diverse perspectives in decision-making and problem-solving.
  • Addresses bias, inequity, or exclusion when observed.
  • Demonstrates cultural and situational awareness when representing the team or organization externally.
  • Adapts communication style to effectively engage with colleagues across different cultures, backgrounds, and locations.
  • Seeks input from individuals with diverse perspectives, experiences, and expertise.
  • Promotes fairness and equity in opportunities, recognition, and career advancement.
  • Earns a reputation as someone who fosters respect, inclusion, and trust in diverse environments.

Open-ended feedback

Please share your observations on this individual’s cultural and diversity awareness. Reflect on how they value different perspectives, foster inclusion, and address bias.

  • Note: Your comments will appear verbatim in the report.
  • Emerging Leader

Emerging Leader 360° Survey

First-time managers and high-potentials

1

Transitioning from Individual Contributor to Manager

  • Understands that their success is now measured by the success of the team, not just individual output.
  • Delegates effectively rather than trying to do everything themselves.
  • Shifts focus from personal technical expertise to developing people and processes.
  • Provides clear direction and expectations that guide the team’s work.
  • Supports others in problem-solving rather than jumping in to solve problems directly.
  • Adapts communication style to address the needs of individuals, the team, and senior leadership.
  • Addresses team performance issues with confidence and fairness, taking ownership instead of deferring to senior leadership.
  • Balances being approachable with holding team members accountable.
  • Seeks feedback on their management style and adapts based on input.
  • Earns respect as a leader, not just as a subject matter expert.

Open-ended feedback

Please share your feedback on how this individual is adapting to a management role. Reflect on how they balance doing the work themselves with leading others and developing team trust.

  • Note: Your comments will appear verbatim in the report.

2

Staff Management

  • Demonstrates trust by not second-guessing or redoing others’ work unnecessarily. Provides the right level of oversight without micromanaging.
  • Conveys appreciation often enough to make others feel valued.
  • Avoids getting pulled into the weeds.
  • Holds people accountable for performance and outcomes.
  • Provides feedback in a timely, specific, and constructive manner.
  • Communicates clearly, concisely, and accurately to set expectations for direct reports/team.
  • Creates an environment where team members feel safe to share concerns and mistakes without fear of blame.
  • Helps employees prioritize competing demands so they can focus on the most important work.
  • Advocates for the needs of the team to senior leadership, ensuring resources and support are available.
  • Avoids overloading individuals by distributing responsibilities fairly and effectively.

Open-ended feedback

Please provide feedback on this individual’s staff management skills. Think about how they set expectations, give feedback, and support team performance.

  • Note: Your comments will appear verbatim in the report.

3

Coaching & Developing Others

  • Invests time in understanding each employee’s career goals and aligns development opportunities accordingly
  • Acts as a role model for continuous learning and professional growth.
  • Connects team members to resources, networks, or mentors that aid development.
  • Provides clarity on performance expectations while guiding improvement.
  • Invests time and energy consistently in developing others, not just during reviews.
  • Coach’s employees through challenges rather than stepping in to solve issues for them.

Open-ended feedback

Please provide feedback on this individual’s ability to coach and develop others. Think about how they support growth, provide guidance, and create opportunities for development.

  • Note: Your comments will appear verbatim in the report.

4

Emotional Intelligence

  • Manages their own frustration without getting upset
  • Navigates emotionally charged conversations without escalating tension.
  • Admits to his/her shortcomings
  • Takes responsibility for when there is an error/things don't go well (does not blame others)
  • Is open to feedback
  • Navigates power dynamics skillfully, fostering collaboration across levels and functions.
  • Balances advocating for their own perspective with being open to changing their mind when presented with new information.
  • Creates space for quieter voices or underrepresented perspectives to be heard.
  • Recognizes when their emotions may be clouding their judgment and takes steps to recalibrate.
  • Validates others’ feelings, even when they personally disagree with the perspective.

Open-ended feedback

Please share your observations on this individual’s emotional intelligence. Think about how they manage emotions, respond with empathy, and adjust to others’ needs.

  • Note: Your comments will appear verbatim in the report.

5

Results Orientation

  • Consistently meets deadlines and commitments.
  • Prioritizes effectively to achieve key outcomes.
  • Delivers high-quality work that achieves intended results.
  • Maintains focus on the most critical objectives, avoiding distractions from less important tasks.
  • Sets ambitious yet realistic goals that drive strong performance.
  • Takes initiative to move work forward without needing close supervision.
  • Earns a reputation as someone who consistently delivers on what they commit to.

Open-ended feedback

Please provide feedback on this individual’s results orientation. Consider how they set goals, prioritize, and deliver outcomes.

  • Note: Your comments will appear verbatim in the report.
  • Executive

Entrepreneur & Founder 360°

Founder-specific competencies

1

Vision

  • Clearly communicates an inspiring and forward-looking vision that others can rally behind.
  • Connects day-to-day work to a broader purpose, helping others see why their contributions matter.
  • Anticipates future trends and guides the team to proactively adapt.
  • Inspires confidence in the future even during times of uncertainty or change.
  • Builds alignment among diverse stakeholders (management, investors / donors, community, regulators) around the why, what, and pace of the vision.
  • Challenges assumptions and explores alternative scenarios before making decisions.
  • Ensures the organization’s long-term mission and purpose remain clear, compelling, and central to all major decisions.
  • Encourages appropriately patient, long-term value creation, resisting short-term pressures.

Open-ended feedback

Please provide feedback on this individual’s ability to create and communicate a clear vision. Think about how they inspire others and connect day-to-day work to long-term goals.

  • Note: Your comments will appear verbatim in the report.

2

Innovation / Creativity

  • Challenges conventional thinking and encourages new approaches to business problems.
  • Brings forward creative ideas that improve processes, products, or services.
  • Connects seemingly unrelated concepts to generate innovative solutions.
  • Balances creativity with practicality, generating ideas that are both original and feasible.
  • Transforms creative concepts into actionable strategies that drive results.
  • Secures buy-in and resources needed to bring new ideas to life.
  • Prioritizes and selects the most promising ideas for execution.
  • Balances the excitement of innovation with disciplined project management.
  • Earns a reputation as someone who drives positive change through creativity.

Open-ended feedback

Please share your thoughts on this individual’s innovation and creativity. Think about how they bring forward new ideas, challenge assumptions, and encourage others to think differently.

  • Note: Your comments will appear verbatim in the report.

3

Financial & Business Acumen

  • Demonstrates a clear understanding of the organization’s financial drivers and how they impact strategic decisions.
  • Connects business strategy to financial outcomes, ensuring resources are allocated to the highest-value priorities.
  • Balances growth, innovation, and cost control to achieve sustainable long-term performance.
  • Uses financial insights to make informed trade-offs between short-term performance and long-term goals.
  • Reviews performance metrics regularly and holds leaders accountable for achieving financial and operational targets.
  • Ensures major investments and initiatives are supported by sound financial analysis and risk assessment.
  • Anticipates financial risks and proposes strategies to mitigate them.
  • Aligns financial planning with organizational strategy and long-term goals.
  • Builds a culture of financial accountability where all leaders understand and manage to financial expectations.
  • Anticipates external market, economic, or regulatory shifts that could affect financial stability or growth and adjusts strategy accordingly.

Open-ended feedback

Please provide feedback on this individual’s financial and business acumen. Think about how they use financial insights, make resource decisions, and connect strategy to business outcomes.

  • Note: Your comments will appear verbatim in the report.

4

Resilience / Agility / Flexibility

  • Demonstrates resilience when faced with setbacks, viewing them as opportunities to learn.
  • Serves as a role model by embracing change rather than resisting it.
  • Maintains consistent performance despite workload pressure or tight deadlines.
  • Remains calm and solution-oriented under pressure.
  • Adjusts style or approach to provide stability and reassurance in uncertain times.
  • Adapts quickly when initial ideas or strategies do not work as planned.
  • Embraces change early on
  • Demonstrates creativity in finding alternative paths when obstacles arise.
  • Shows willingness to step outside their comfort zone when required.

Open-ended feedback

Please provide feedback on this individual’s resilience and adaptability. Think about how they respond to setbacks, adapt to change, and maintain focus under pressure.

  • Note: Your comments will appear verbatim in the report.

5

Coaching & Developing Others

  • Creates opportunities for others to grow as leaders themselves.
  • Provides guidance and mentorship that supports growth.
  • Encourages continuous learning and skill development.
  • Helps others identify blind spots and develop strategies to address them.
  • Invests time in understanding each employee’s career goals and aligns development opportunities accordingly.
  • Builds successors by preparing team members for greater responsibility.
  • Encourages knowledge sharing and peer-to-peer development within the team.
  • Provides constructive feedback that helps team members grow.

Open-ended feedback

Please provide feedback on this individual’s ability to coach and develop others. Think about how they support growth, provide guidance, and create opportunities for development.

  • Note: Your comments will appear verbatim in the report.

6

Decision-Making & Judgment

  • Makes timely, well-informed decisions that move work forward.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Seeks input from the right stakeholders before making key decisions.
  • Balances short-term needs with long-term impact when making choices.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Avoids “analysis paralysis” by making confident choices with incomplete information.
  • Recognizes when a decision requires urgency versus when it benefits from more deliberation.
  • Demonstrates openness to revisiting decisions when evidence suggests a better path forward.
  • Maintains composure and clarity when making decisions under uncertainty or stress.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

7

Integrity & Ethics

  • Demonstrates integrity and consistency in decision-making.
  • Communicates openly, honestly, and with transparency.
  • Models humility by acknowledging mistakes and learning from them.
  • Holds themselves accountable to the same standards they expect from others.
  • Demonstrates consistency between stated values and daily actions.
  • Addresses unethical behavior or misconduct promptly, even when uncomfortable.
  • Treats all individuals with fairness, dignity, and respect.
  • Prioritizes long-term organizational integrity over short-term personal or business gains.
  • Uses power and influence responsibly, without exploiting others.
  • Maintains professionalism under pressure, avoiding behaviors that compromise ethics.

Open-ended feedback

Please share your thoughts on this individual’s integrity and ethical behavior. Consider how they handle difficult situations and build trust through fairness.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

General 360° Leadership Survey

Core leadership competencies for any leader

1

Executive Presence

  • Demonstrates confidence and poise even in uncertain or high-stakes situations.
  • Comfortable bringing new thoughts, ideas and innovations forward; shares creative, "out of the box" ideas to push the objective forward
  • Demonstrates a put-together work area and personal appearance
  • Demonstrates through the way they speak, behave and engage that they believe in themselves and their abilities
  • Exemplifies Gravitas (Seriousness in bearing, thoughtful and dignified behavior)
  • Handles Questions with Confidence & Authority
  • Speaks and listens in ways that move the discussion forward
  • Stands their ground when challenged, and presents coherent arguments for why they see things as they do
  • Conveys authority without arrogance
  • Earns a reputation as someone whose voice matters in key decisions.

Open-ended feedback

Please share your feedback on this individual’s Executive Presence. Consider how they show up in professional settings, communicate, and influence others.

  • Note: Your comments will appear in the final report exactly as written (verbatim).

2

Vision

  • Translates organizational mission and strategy into meaningful goals for their team.
  • Connects day-to-day work to a broader purpose, helping others see why their contributions matter.
  • Generates enthusiasm and commitment by aligning people around a shared direction.
  • Helps others see the “big picture” by explaining how today’s work contributes to future success.
  • Encourages others to think beyond immediate tasks and consider long-term possibilities.
  • Adapts the vision to different audiences, making it understandable and motivating for all.

Open-ended feedback

Please provide feedback on this individual’s ability to create and communicate a clear vision. Think about how they inspire others and connect day-to-day work to long-term goals.

  • Note: Your comments will appear verbatim in the report.

3

Decision-Making & Judgment

  • Able to make tough decisions in a timely manner.
  • Balances data, experience, and intuition to make sound choices.
  • Takes ownership of decisions and remains accountable for outcomes.
  • Seeks input from the right stakeholders before making key decisions.
  • Adapts decisions as new information emerges without losing momentum.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Engages others in the decision-making process in ways that build buy-in and commitment.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

4

Integrity & Ethics

  • Makes decisions that align with organizational values, even when unpopular.
  • Communicates openly, honestly, and with transparency.
  • Models humility by acknowledging mistakes and learning from them.
  • Holds themselves accountable to the same standards they expect from others.
  • Demonstrates consistency between stated values and daily actions.
  • Addresses unethical behavior or misconduct promptly, even when uncomfortable.
  • Speaks up when something is not right, even if it risks conflict or resistance.
  • Ensures credit is given fairly and avoids taking undue recognition.

Open-ended feedback

Please share your thoughts on this individual’s integrity and ethical behavior. Consider how they handle difficult situations and build trust through fairness.

  • Note: Your comments will appear verbatim in the report.

5

Staff Management

  • Adapts delegation style based on the experience, skills, and readiness of each individual.
  • Demonstrates trust by not second-guessing or redoing others’ work unnecessarily. Provides the right level of oversight without micromanaging.
  • Conveys appreciation often enough to make others feel valued.
  • Values employee ideas and perspectives when making decisions.
  • Demonstrates functional expertise and uses it to guide the team effectively.
  • Avoids getting pulled into the weeds.
  • Holds people accountable for performance and outcomes.
  • Provides feedback in a timely, specific, and constructive manner.
  • Communicates clearly, concisely, and accurately to set expectations for direct reports/team.
  • Anticipates workload and staffing needs, planning ahead to prevent burnout or overextension.
  • Makes intimidating goals seem realistic and achievable.

Open-ended feedback

Please provide feedback on this individual’s staff management skills. Think about how they set expectations, give feedback, and support team performance.

  • Note: Your comments will appear verbatim in the report.

6

Coaching & Developing Others

  • Understands the career goals of team members.
  • Tailors coaching to the individual’s strengths, needs, and learning style.
  • Creates opportunities for others to stretch, take risks, and gain new experiences.
  • Recognizes and celebrates progress to reinforce growth and motivation.
  • Invests time in understanding each employee’s career goals and aligns development opportunities accordingly
  • Helps others identify blind spots and develop strategies to address them.
  • Connects team members to resources, networks, or mentors that aid development.
  • Invests time and energy consistently in developing others, not just during reviews.
  • Helps others translate feedback into specific, actionable steps.
  • Follows up on development conversations to ensure accountability and progress.
  • Builds successors by preparing team members for greater responsibility.
  • Earns a reputation as someone who makes others stronger, more capable, and more successful.
  • Coach’s employees through challenges rather than stepping in to solve issues for them.

Open-ended feedback

Please provide feedback on this individual’s ability to coach and develop others. Think about how they support growth, provide guidance, and create opportunities for development.

  • Note: Your comments will appear verbatim in the report.

7

Relationship Management (Building/Sustaining Internal Networks)

  • Able to adapt communication style to situations and individuals so as to optimize productivity and efficiency
  • Builds strong relationships with direct reports
  • Builds strong relationships with peers
  • Builds strong relationships with those more senior
  • Handles conflict effectively
  • Shows respect for the ideas and opinions of others
  • Builds trust with colleagues across levels and functions by following through on commitments.
  • Balances advocacy for their own team/department with consideration for broader organizational priorities.
  • Earns a reputation as someone people want to work with on important cross-functional initiatives.

Open-ended feedback

Please provide feedback on this individual’s ability to build and sustain relationships. Consider how they collaborate, handle conflict, and show respect for others’ perspectives.

  • Note: Your comments will appear verbatim in the report.

8

Emotional Intelligence (Self-Regulation + Empathy)

  • Manages their own frustration without getting upset
  • Navigates emotionally charged conversations without escalating tension.
  • Admits to his/her shortcomings
  • Able to manage/regulate their emotions when upset
  • Takes responsibility for when there is an error/things don't go well (does not blame others)
  • Manages stress well
  • Is aware of their emotions as they happen
  • Able to "hold their tongue"/not act when it will not help the situation
  • Hears what the other person is 'really' saying. Listens to others with the desire to understand their perspective
  • Is open to feedback
  • Notices other people's feelings/ Picks up on the mood in the room
  • Recognizes how their behavior affects others
  • Demonstrates awareness of the impact of their words and actions on others

Open-ended feedback

Please share your observations on this individual’s emotional intelligence. Think about how they manage emotions, respond with empathy, and adjust to others’ needs.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Human Resources & Talent Leadership 360°

HR-specific competencies

1

Human Resources & Talent Leadership 360°

  • Builds an annual workforce plan that forecasts headcount, skills, and cost by function and scenario (base/downside/upside) and ties to the operating plan.
  • Uses people analytics (e.g., retention modeling, quality-of-hire, turnover attribution) to diagnose issues and recommend actions with quantified impact.
  • Designs talent acquisition strategies that improve funnel health (sourcing mix, pass-through rates, time-to-fill) while raising quality-of-hire
  • Ensures compliant, consistent selection practices (job-related criteria, structured interviewing, validated assessments)
  • Designs and maintains compensation structures (market pricing, pay bands, compa-ratio control, range penetration) and executes pay-equity analyses with corrective actions.
  • Optimizes total-rewards programs (health, retirement, wellbeing, recognition) using utilization data, vendor SLAs, and ROI to balance cost and competitiveness.
  • Leads compliant employee-relations investigations (intake, documentation, root cause, remediation) and tracks trends to prevent recurrence.
  • Navigates key labor & employment laws (e.g., FLSA, FMLA, ADA, EEO/OFCCP, wage & hour, leave) and partners with Legal to mitigate risk in policy and practice.

Open-ended feedback

Please share your observations on this individual’s Human Resources & Talent Leadership Consider how they use analytics, ensure compliance, design rewards and talent systems, and improve organizational performance.

  • Note: Your comments will appear in the final report exactly as written (verbatim).

2

Coaching & Developing Others

  • Creates opportunities for others to grow as leaders themselves.
  • Understands the career goals of team members.
  • Provides guidance and mentorship that supports growth.
  • Tailors coaching to the individual’s strengths, needs, and learning style.
  • Helps others identify blind spots and develop strategies to address them.
  • Provides clarity on performance expectations while guiding improvement.
  • Builds successors by preparing team members for greater responsibility.
  • Provides constructive feedback that helps team members grow.

Open-ended feedback

Encourages learning by giving stretch assignments that challenge people’s capabilities.

  • Note: Your comments will appear verbatim in the report.

3

Relationship Management (Building/Sustaining Internal Networks)

  • Able to adapt communication style to situations and individuals so as to optimize productivity and efficiency
  • Builds and maintains strong working relationships across the organization
  • Resolves conflicts in a fair and professional manner
  • Builds trust with colleagues across levels and functions by following through on commitments.
  • Helps break down silos by encouraging collaboration across departments and functions.
  • Engages others early in decision-making to create alignment and reduce resistance later.
  • Builds consensus when multiple stakeholders hold different perspectives or competing priorities.
  • Uses diplomacy and tact to navigate organizational politics productively.

Open-ended feedback

Please provide feedback on this individual’s ability to build and sustain relationships. Consider how they collaborate, handle conflict, and show respect for others’ perspectives.

  • Note: Your comments will appear verbatim in the report.

4

Emotional Intelligence (Self-Regulation + Empathy)

  • Manages their own frustration without getting upset
  • Navigates emotionally charged conversations without escalating tension.
  • Takes responsibility for when there is an error/things don't go well (does not blame others)
  • Hears what the other person is 'really' saying. Listens to others with the desire to understand their perspective
  • Recognizes how their behavior affects others
  • Adjusts their tone, pace, and nonverbal cues to match the needs of the situation.
  • Provides constructive feedback in ways that strengthen, rather than weaken, the relationship.
  • Able to maintain emotional stability and perspective during sustained periods of pressure or uncertainty.

Open-ended feedback

Please share your observations on this individual’s emotional intelligence. Think about how they manage emotions, respond with empathy, and adjust to others’ needs.

  • Note: Your comments will appear verbatim in the report.

5

Influence

  • Uses influence effectively to gain support for ideas without relying on positional authority.
  • Builds coalitions and gains alignment across different perspectives.
  • Builds influence through expertise, reliability, and integrity rather than title alone.
  • Communicates ideas in ways that inspire commitment and action.
  • Anticipates objections and addresses them constructively.
  • Mobilizes stakeholders to move beyond agreement to concrete action.
  • Uses networks and relationships strategically to move ideas forward.
  • Creates lasting commitment rather than short-term compliance.

Open-ended feedback

Please provide feedback on this individual’s ability to influence others. Reflect on how they gain support, build credibility, and inspire action.

  • Note: Your comments will appear verbatim in the report.

6

Change Management / Leading Change (Leading Others Through Change)

  • Balances the urgency of immediate crises with a long-term perspective.
  • Encourages team members to embrace change rather than resist it.
  • Helps the team stay focused and aligned when challenges or setbacks occur.
  • Supports others through organizational change, keeping them engaged and productive.
  • Communicates effectively during times of change.
  • Explains the purpose and benefits of change in a way that builds understanding and support.
  • Anticipates resistance and addresses concerns openly and constructively.
  • Provides clarity on roles, expectations, and next steps during transitions.
  • Builds trust by being transparent and consistent throughout the change process.

Open-ended feedback

Please share your observations on this individual’s ability to lead others through change. Reflect on how they communicate, create alignment, and support people during transitions.

  • Note: Your comments will appear verbatim in the report.
  • Manager/Executive

Investment Strategy & Analysis 360°

Investment leadership

1

Executive Presence

  • Comfortable bringing new thoughts, ideas and innovations forward; shares creative, "out of the box" ideas to push the objective forward.
  • Demonstrates through the way they speak, behave and engage that they believe in themselves and their abilities.
  • Exemplifies Gravitas (Seriousness in bearing, thoughtful and dignified behavior).
  • Handles Questions with Confidence & Authority.
  • Speaks and listens in ways that move the discussion forward.
  • Understands the audience/tailors’ explanations based on the audience.
  • Communicates clearly and persuasively in formal and informal settings.
  • Remains composed and professional under pressure.
  • Conveys authority without arrogance.
  • Gains respect and credibility quickly in new or unfamiliar settings.

Open-ended feedback

Please share your feedback on this individual’s Executive Presence. Consider how they show up in professional settings, communicate, and influence others.

  • Note: Your comments will appear in the final report exactly as written (verbatim).

2

Strategic Thinking

  • Acts strategically.
  • Thinks beyond immediate needs by considering the long-term impact of decisions on the organization.
  • Anticipates potential challenges and proactively develops plans to address them.
  • Recognizes patterns, connections, and trends that inform better decision-making.
  • Balances short-term demands with long-term goals to ensure sustainable success.
  • Recognizes emerging risks and opportunities in the external environment and adapts accordingly.
  • Challenges assumptions and explores alternative scenarios before making decisions.
  • Prioritizes initiatives that have the greatest long-term value, even when they require trade-offs.
  • Ensures that strategies are not only visionary but also actionable and measurable.

Open-ended feedback

Please share your observations on this individual’s strategic thinking. Consider how they anticipate challenges, balance priorities, and connect decisions to the broader mission.

  • Note: Your comments will appear verbatim in the report.

3

Decision-Making & Judgment

  • Able to make tough decisions in a timely manner.
  • Makes timely, well-informed decisions that move work forward.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Takes ownership of decisions and remains accountable for outcomes.
  • Seeks input from the right stakeholders before making key decisions.
  • Adapts decisions as new information emerges without losing momentum.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Ensures decisions reflect both organizational priorities and ethical considerations.
  • Demonstrates openness to revisiting decisions when evidence suggests a better path forward.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

4

Investment Strategy & Analysis

  • Demonstrates strong analytical skills when evaluating investment opportunities and risks.
  • Makes investment decisions that balance short-term returns with long-term strategic objectives.
  • Communicates investment recommendations clearly, including the underlying risks and assumptions.
  • Monitors portfolio performance and adjusts strategy as market conditions evolve.
  • Builds credibility through disciplined, ethical, and transparent investment practices.
  • Seeks diverse perspectives and data sources to strengthen investment decisions.
  • Formulates investment theses grounded in clear logic, testable assumptions, and measurable criteria.
  • Evaluates opportunities using multiple perspectives (macro trends, company fundamentals, sentiment, flows) to avoid bias.
  • Differentiates true alpha from market noise or risk premia, quantifying expected returns and confidence levels.
  • Validates signals and models using robust testing (out-of-sample analysis, cross-validation, and regime stability checks).
  • Constructs portfolios that adhere to defined exposures and constraints (leverage, liquidity, turnover, concentration, ESG, tax).

Open-ended feedback

Please share your feedback on this individual’s investment strategy and analysis skills. Consider how they evaluate opportunities, balance risk, and adapt to market conditions.

  • Note: Your comments will appear verbatim in the report.

5

Integrity & Ethics

  • Demonstrates integrity and consistency in decision-making.
  • Communicates openly, honestly, and with transparency.
  • Holds themselves accountable to the same standards they expect from others.
  • Demonstrates consistency between stated values and daily actions.
  • Addresses unethical behavior or misconduct promptly, even when uncomfortable.
  • Protects confidentiality and uses discretion appropriately.
  • Builds trust by being reliable, consistent, and principled in decision-making.
  • Uses power and influence responsibly, without exploiting others.
  • Encourages an ethical culture by setting a positive example for others.

Open-ended feedback

Please share your thoughts on this individual’s integrity and ethical behavior. Consider how they handle difficult situations and build trust through fairness.

  • Note: Your comments will appear verbatim in the report.

6

Influence

  • Uses influence effectively to gain support for ideas without relying on positional authority.
  • Builds coalitions and gains alignment across different perspectives.
  • Builds influence through expertise, reliability, and integrity rather than title alone.
  • Is seen as a trusted advisor whose opinion carries weight with others.
  • Communicates ideas in ways that inspire commitment and action.
  • Adjusts approach to different audiences to maximize impact and resonance.
  • Brings together individuals with diverse or competing interests toward a common goal.
  • Navigates organizational politics effectively without being divisive.

Open-ended feedback

Please provide feedback on this individual’s ability to influence others. Reflect on how they gain support, build credibility, and inspire action.

  • Note: Your comments will appear verbatim in the report.

7

Results Orientation

  • Consistently meets deadlines and commitments.
  • Prioritizes effectively to achieve key outcomes.
  • Delivers high-quality work that achieves intended results.
  • Maintains focus on the most critical objectives, avoiding distractions from less important tasks.
  • Sets ambitious yet realistic goals that drive strong performance.
  • Holds themselves and others accountable for delivering on commitments.
  • Balances speed with accuracy to ensure results are both timely and reliable.
  • Takes initiative to move work forward without needing close supervision.
  • Monitors progress toward goals and makes adjustments to stay on track.
  • Works through ambiguity or incomplete information to keep momentum going.
  • Earns a reputation as someone who consistently delivers on what they commit to.

Open-ended feedback

Please provide feedback on this individual’s results orientation. Consider how they set goals, prioritize, and deliver outcomes.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Marketing & Brand Impact 360°

Marketing leadership

1

Vision

  • Conveys a clear vision of the business unit or company’s future.
  • Clearly communicates an inspiring and forward-looking vision that others can rally behind.
  • Translates organizational mission and strategy into meaningful goals for their team.
  • Connects day-to-day work to a broader purpose, helping others see why their contributions matter.
  • Generates enthusiasm and commitment by aligning people around a shared direction.
  • Helps others see the “big picture” by explaining how today’s work contributes to future success.
  • Encourages others to think beyond immediate tasks and consider long-term possibilities.
  • Adapts the vision to different audiences, making it understandable and motivating for all.
  • Demonstrates consistency between stated vision and actual decisions/actions.
  • Inspires confidence in the future even during times of uncertainty or change.
  • Anticipates future trends and guides the team to proactively adapt.
  • Inspires others with a compelling vision of the future.

Open-ended feedback

Please provide feedback on this individual’s ability to create and communicate a clear vision. Think about how they inspire others and connect day-to-day work to long-term goals.

  • Note: Your comments will appear verbatim in the report.

2

Decision-Making & Judgment

  • Makes timely, well-informed decisions that move work forward.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Takes ownership of decisions and remains accountable for outcomes.
  • Seeks input from the right stakeholders before making key decisions.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Avoids “analysis paralysis” by making confident choices with incomplete information.
  • Ensures decisions reflect both organizational priorities and ethical considerations.
  • Demonstrates openness to revisiting decisions when evidence suggests a better path forward.
  • Balances competing perspectives to arrive at fair and practical solutions.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

3

Marketing & Brand Impact

  • Ensures marketing initiatives strengthen overall market positioning and competitive advantage.
  • Consistently connects marketing outcomes to long-term business growth, not just short-term wins.
  • Leverages data analytics to make evidence-based marketing decisions.
  • Uses marketing automation, CRM, and analytics tools effectively to improve efficiency and insight.
  • Monitors and interprets KPIs to proactively adjust strategies for stronger pipeline contribution.
  • Translates complex marketing data into actionable insights for non-technical stakeholders.
  • Applies emerging technologies (AI, automation, personalization) to enhance customer engagement.
  • Identifies new channels and digital platforms to expand reach while protecting brand integrity.
  • Builds strong cross-functional partnerships to ensure marketing and sales alignment.
  • Communicates marketing insights and strategies clearly to executives and stakeholders.
  • Anticipates customer needs and integrates feedback into campaigns and branding.
  • Balances creativity with discipline to deliver measurable business results.

Open-ended feedback

Please provide feedback on how this individual uses data, insight, and creativity to strengthen marketing performance and brand impact. Consider how effectively they communicate ideas and implement innovative approaches that support organizational goals.

  • Note: Your comments will appear verbatim in the report.

4

Innovation & Creativity

  • Challenges conventional thinking and encourages new approaches to business problems.
  • Brings forward creative ideas that improve processes, products, or services.
  • Connects seemingly unrelated concepts to generate innovative solutions.
  • Balances creativity with practicality, generating ideas that are both original and feasible.
  • Promotes an environment where others feel safe to share unconventional ideas.
  • Finds new ways to overcome obstacles and resource constraints.
  • Encourages others to contribute new ideas.
  • Applies innovative approaches to improve processes or outcomes.
  • Identifies opportunities for improvement that others may overlook.
  • Helps others think outside of their usual perspectives.

Open-ended feedback

Please share your thoughts on this individual’s innovation and creativity. Think about how they bring forward new ideas, challenge assumptions, and encourage others to think differently.

  • Note: Your comments will appear verbatim in the report.

5

Collaboration & Teamwork

  • Earns a reputation as someone others want to collaborate with on important projects.
  • Encourages collaboration to build on others’ ideas and make them stronger.
  • Works effectively with others to achieve shared goals.
  • Actively listens and seeks to understand different perspectives before responding.
  • Encourages participation from all team members, ensuring diverse voices are heard.
  • Shares information openly and keeps others informed in a timely manner.
  • Balances advocating for their own viewpoint with openness to compromise and consensus.
  • Handles disagreements constructively, helping to resolve conflict rather than escalate it.
  • Demonstrates respect for different working styles, backgrounds, and perspectives.
  • Celebrates the achievements of others and gives credit where it is due.

Open-ended feedback

Please share your feedback on this individual’s collaboration and teamwork. Consider how they contribute to group success, respect perspectives, and build an inclusive culture.

  • Note: Your comments will appear verbatim in the report.

6

Learning Agility / Continuous Learning

  • Seeks out new knowledge and skills to stay current in their field.
  • Adapts quickly when faced with unfamiliar situations or challenges.
  • Demonstrates curiosity by asking questions and exploring new ideas.
  • Reflects on successes and failures to extract lessons for future improvement.
  • Applies lessons learned from past experiences to new and different contexts.
  • Takes feedback seriously and uses it to make meaningful changes in behavior.
  • Shows willingness to experiment with new approaches, even if the outcome is uncertain.
  • Takes initiative to expand their knowledge beyond their immediate role or function.
  • Stays ahead of industry or market trends by proactively pursuing learning opportunities.
  • Earns a reputation as someone who continuously develops and evolves with changing demands.

Open-ended feedback

Please provide feedback on this individual’s learning agility. Consider how they seek out new knowledge, learn from experience, and adapt to new challenges.

  • Note: Your comments will appear verbatim in the report.

7

Results Orientation

  • Consistently meets deadlines and commitments.
  • Prioritizes effectively to achieve key outcomes.
  • Delivers high-quality work that achieves intended results.
  • Maintains focus on the most critical objectives, avoiding distractions from less important tasks.
  • Holds themselves and others accountable for delivering on commitments.
  • Balances speed with accuracy to ensure results are both timely and reliable.
  • Takes initiative to move work forward without needing close supervision.
  • Monitors progress toward goals and makes adjustments to stay on track.
  • Encourages a sense of urgency and focus within the team.
  • Earns a reputation as someone who consistently delivers on what they commit to.

Open-ended feedback

Please provide feedback on this individual’s results orientation. Consider how they set goals, prioritize, and deliver outcomes.

  • Note: Your comments will appear verbatim in the report.
  • Manager/Executive

Mission-Driven Leadership & Resource Stewardship

Nonprofit and social impact

1

Mission-Driven Leadership & Resource Stewardship (Non-Profit Leadership)

  • Keeps the organization’s mission at the center of all decisions, ensuring that strategy, programs, and resources align with core purpose.
  • Balances short-term financial pressures with long-term mission sustainability, making trade-offs that protect impact over time.
  • Engages, motivates, and retains staff and volunteers despite resource constraints by creating a sense of shared purpose and commitment.
  • Builds strong, trust-based relationships with the board, ensuring governance roles and staff roles are clearly respected and complementary.
  • Translates limited resources into maximum community impact through creativity, prioritization, and disciplined decision-making.
  • Cultivates donor and funder relationships by clearly communicating the organization’s mission, results, and responsible stewardship of resources.
  • Builds partnerships with community stakeholders that expand the reach, credibility, and sustainability of the mission.
  • Navigates complex stakeholder interests — staff, board, donors, clients, regulators, and the community — while maintaining alignment around mission.
  • Demonstrates financial stewardship by managing budgets transparently, making trade-offs with integrity, and ensuring accountability for every dollar spent.
  • Fosters a culture where staff and volunteers feel valued, included, and motivated to contribute their best efforts.

Open-ended feedback

Please provide feedback on this individual’s mission-driven leadership and resource stewardship. Consider how they keep the mission central, build partnerships, and balance resources with impact.

  • Note: Your comments will appear verbatim in the report.

2

Vision

  • Clearly communicates an inspiring and forward-looking vision that others can rally behind.
  • Translates organizational mission and strategy into meaningful goals for their team.
  • Connects day-to-day work to a broader purpose, helping others see why their contributions matter.
  • Generates enthusiasm and commitment by aligning people around a shared direction.
  • Helps others see the “big picture” by explaining how today’s work contributes to future success.
  • Inspires confidence in the future even during times of uncertainty or change.
  • Inspires others with a compelling vision of the future.
  • Anticipates future trends and guides the team to proactively adapt.

Open-ended feedback

Please provide feedback on this individual’s ability to create and communicate a clear vision. Think about how they inspire others and connect day-to-day work to long-term goals.

  • Note: Your comments will appear verbatim in the report.

3

Decision-Making & Judgment

  • Able to make tough decisions in a timely manner.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Takes ownership of decisions and remains accountable for outcomes.
  • Seeks input from the right stakeholders before making key decisions.
  • Adapts decisions as new information emerges without losing momentum.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Avoids “analysis paralysis” by making confident choices with incomplete information.
  • Ensures decisions reflect both organizational priorities and ethical considerations.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

4

Integrity & Ethics

  • Demonstrates integrity and consistency in decision-making.
  • Makes decisions that align with organizational values, even when unpopular.
  • Communicates openly, honestly, and with transparency.
  • Models humility by acknowledging mistakes and learning from them.
  • Protects confidentiality and uses discretion appropriately.
  • Builds trust by being reliable, consistent, and principled in decision-making.
  • Maintains professionalism under pressure, avoiding behaviors that compromise ethics.
  • Encourages an ethical culture by setting a positive example for others.

Open-ended feedback

Please share your thoughts on this individual’s integrity and ethical behavior. Consider how they handle difficult situations and build trust through fairness.

  • Note: Your comments will appear verbatim in the report.

5

Change Management / Leading Change (Leading Others Through Change)

  • Balances the urgency of immediate crises with a long-term perspective.
  • Encourages team members to embrace change rather than resist it.
  • Shifts strategies or tactics quickly when circumstances require it.
  • Helps the team stay focused and aligned when challenges or setbacks occur.
  • Supports others through organizational change, keeping them engaged and productive.
  • Recognizes signs of burnout (in themselves or others) and takes steps to address them.
  • Communicates effectively during times of change.
  • Helps others remain positive and productive during transitions.
  • Explains the purpose and benefits of change in a way that builds understanding and support.
  • Anticipates resistance and addresses concerns openly and constructively.
  • Identifies and celebrates early wins to build momentum.

Open-ended feedback

Please share your observations on this individual’s ability to lead others through change. Reflect on how they communicate, create alignment, and support people during transitions.

  • Note: Your comments will appear verbatim in the report.

6

Cultural & Diversity Awareness

  • Demonstrates respect for cultural, generational, and individual differences.
  • Actively promotes inclusion and belonging in team interactions.
  • Values diverse perspectives in decision-making and problem-solving.
  • Addresses bias, inequity, or exclusion when observed.
  • Demonstrates cultural and situational awareness when representing the team or organization externally.
  • Adapts communication style to effectively engage with colleagues across different cultures, backgrounds, and locations.
  • Seeks input from individuals with diverse perspectives, experiences, and expertise.
  • Recognizes and challenges assumptions that may limit inclusion or fairness.
  • Promotes fairness and equity in opportunities, recognition, and career advancement.
  • Demonstrates humility and curiosity when encountering cultural differences.
  • Earns a reputation as someone who fosters respect, inclusion, and trust in diverse environments.

Open-ended feedback

Please share your observations on this individual’s cultural and diversity awareness. Reflect on how they value different perspectives, foster inclusion, and address bias.

  • Note: Your comments will appear verbatim in the report.

7

Staff Management

  • Encourages team members to take ownership and accountability for results, providing support when needed.
  • Adapts delegation style based on the experience, skills, and readiness of each individual.
  • Demonstrates trust by not second-guessing or redoing others’ work unnecessarily. Provides the right level of oversight without micromanaging.
  • Conveys appreciation often enough to make others feel valued.
  • Values employee ideas and perspectives when making decisions.
  • Holds people accountable for performance and outcomes.
  • Provides feedback in a timely, specific, and constructive manner.
  • Builds a strong sense of shared purpose and collaboration within the team.
  • Recognizes and rewards strong performance in meaningful ways.
  • Manages underperformance fairly, consistently, and in a timely manner.
  • Creates an environment where team members feel safe to share concerns and mistakes without fear of blame.

Open-ended feedback

Please provide feedback on this individual’s staff management skills. Think about how they set expectations, give feedback, and support team performance.

  • Note: Your comments will appear verbatim in the report.

7

External Relationship Management

  • Builds strong relationships with key clients, partners, and stakeholders.
  • Proactively seeks ways to strengthen long-term client partnerships.
  • Maintains regular contact to ensure satisfaction and identify emerging opportunities.
  • Demonstrates diplomacy and professionalism in challenging client situations.
  • Represents the organization positively in all external interactions.
  • Builds networks that open new business opportunities and strengthen reputation.

Open-ended feedback

Please share your feedback on this individual’s external relationship management. Consider how they build trust, communicate value, and maintain strong client relationships.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Patient Care & Clinical Practice 360°

Healthcare leadership

1

Patient Care & Clinical Practice

  • Delivers safe, effective, and evidence-based care that reflects strong clinical knowledge and judgment.
  • Accurately assesses patient needs and develops care plans that address both immediate and long-term health outcomes.
  • Demonstrates technical proficiency in performing clinical procedures and using medical equipment correctly.
  • Prioritizes patient safety by consistently adhering to protocols for infection control, medication administration, and error prevention.
  • Anticipates potential complications and takes proactive steps to reduce risks or harm.
  • Listens attentively to patients and families, showing empathy, compassion, and respect in every interaction.
  • Advocates for patient needs and best interests, even when this requires challenging established practices or decisions.
  • Balances efficiency with compassion, ensuring patients are treated with dignity throughout their care experience
  • Works collaboratively with physicians, nurses, therapists, and other healthcare professionals to ensure continuity and quality of care.
  • Communicates clearly and promptly with other members of the healthcare team to support coordinated decision-making.
  • Explains diagnoses, treatments, and care instructions in ways that patients and families can understand and follow.

Open-ended feedback

Please provide feedback on this individual’s patient care and clinical practice. Reflect on how they demonstrate knowledge, empathy, and professionalism in caring for patients.

  • Note: Your comments will appear verbatim in the report.

2

Relationship Management (Building/Sustaining Internal Networks)

  • Able to adapt communication style to situations and individuals so as to optimize productivity and efficiency
  • Builds strong relationships with peers
  • Builds strong relationships with those more senior
  • Willing to directly address people in difficult situations
  • Handles conflict effectively
  • Shows respect for the ideas and opinions of others
  • Acts sensitively to other person's needs/feelings to have a successful interaction
  • Builds and maintains strong working relationships across the organization
  • Resolves conflicts in a fair and professional manner
  • Builds buy-in by making complex issues understandable and relatable.
  • Builds trust with colleagues across levels and functions by following through on commitments.
  • Engages others early in decision-making to create alignment and reduce resistance later.

Open-ended feedback

Please provide feedback on this individual’s ability to build and sustain relationships. Consider how they collaborate, handle conflict, and show respect for others’ perspectives.

  • Note: Your comments will appear verbatim in the report.

3

Integrity & Ethics

  • Demonstrates integrity and consistency in decision-making
  • Makes decisions that align with organizational values, even when unpopular.
  • Communicates openly, honestly, and with transparency.
  • Models humility by acknowledging mistakes and learning from them.
  • Holds themselves accountable to the same standards they expect from others.
  • Demonstrates consistency between stated values and daily actions.
  • Addresses unethical behavior or misconduct promptly, even when uncomfortable.
  • Treats all individuals with fairness, dignity, and respect.
  • Protects confidentiality and uses discretion appropriately.
  • Builds trust by being reliable, consistent, and principled in decision-making.
  • Maintains professionalism under pressure, avoiding behaviors that compromise ethics.
  • Encourages an ethical culture by setting a positive example for others.

Open-ended feedback

Please share your thoughts on this individual’s integrity and ethical behavior. Consider how they handle difficult situations and build trust through fairness.

  • Note: Your comments will appear verbatim in the report.

4

Emotional Intelligence (Self-Regulation + Empathy)

  • Manages their own frustration without getting upset
  • Navigates emotionally charged conversations without escalating tension.
  • Admits to his/her shortcomings
  • Able to manage/regulate their emotions when upset
  • Manages stress well
  • Is aware of their emotions as they happen
  • Able to "hold their tongue"/not act when it will not help the situation
  • Hears what the other person is 'really' saying. Listens to others with the desire to understand their perspective
  • Is open to feedback
  • Notices other people's feelings/ Picks up on the mood in the room
  • Recognizes how their behavior affects others

Open-ended feedback

Please share your observations on this individual’s emotional intelligence. Think about how they manage emotions, respond with empathy, and adjust to others’ needs.

  • Note: Your comments will appear verbatim in the report.

5

Decision-Making & Judgment

  • Able to make tough decisions in a timely manner.
  • Makes timely, well-informed decisions that move work forward.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Takes ownership of decisions and remains accountable for outcomes.
  • Seeks input from the right stakeholders before making key decisions.
  • Adapts decisions as new information emerges without losing momentum.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Avoids “analysis paralysis” by making confident choices with incomplete information.
  • Ensures decisions reflect both organizational priorities and ethical considerations.
  • Recognizes when a decision requires urgency versus when it benefits from more deliberation.
  • Demonstrates openness to revisiting decisions when evidence suggests a better path forward.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

6

Results Orientation

  • Consistently meets deadlines and commitments.
  • Prioritizes effectively to achieve key outcomes.
  • Delivers high-quality work that achieves intended results.
  • Maintains focus on the most critical objectives, avoiding distractions from less important tasks.
  • Sets ambitious yet realistic goals that drive strong performance.
  • Holds themselves and others accountable for delivering on commitments.
  • Balances speed with accuracy to ensure results are both timely and reliable.
  • Takes initiative to move work forward without needing close supervision.
  • Monitors progress toward goals and makes adjustments to stay on track.
  • Works through ambiguity or incomplete information to keep momentum going.
  • Encourages a sense of urgency and focus within the team.
  • Earns a reputation as someone who consistently delivers on what they commit to.

Open-ended feedback

Please provide feedback on this individual’s results orientation. Consider how they set goals, prioritize, and deliver outcomes.

  • Note: Your comments will appear verbatim in the report.

7

Change Management / Leading Change (Leading Others Through Change)

  • Balances the urgency of immediate crises with a long-term perspective.
  • Creates an environment where setbacks are viewed as opportunities for learning and innovation.
  • Encourages team members to embrace change rather than resist it.
  • Shifts strategies or tactics quickly when circumstances require it.
  • Helps the team stay focused and aligned when challenges or setbacks occur.
  • Supports others through organizational change, keeping them engaged and productive.
  • Recognizes signs of burnout (in themselves or others) and takes steps to address them.
  • Communicates effectively during times of change.
  • Explains the purpose and benefits of change in a way that builds understanding and support.
  • Anticipates resistance and addresses concerns openly and constructively.
  • Provides clarity on roles, expectations, and next steps during transitions.
  • Identifies and celebrates early wins to build momentum.

Open-ended feedback

Please share your observations on this individual’s ability to lead others through change. Reflect on how they communicate, create alignment, and support people during transitions.

  • Note: Your comments will appear verbatim in the report.
  • Manager

People Manager & Front-Line Leader 360°

Supervisors and team leads

1

Staff Management

  • Encourages team members to take ownership and accountability for results, providing support when needed.
  • Adapts delegation style based on the experience, skills, and readiness of each individual.
  • Communicates clearly, concisely, and accurately to set expectations for direct reports/team.
  • Demonstrates trust by not second-guessing or redoing others’ work unnecessarily. Provides the right level of oversight without micromanaging.
  • Holds people accountable for performance and outcomes.
  • Provides feedback in a timely, specific, and constructive manner.
  • Shares information openly so employees have what they need to perform successfully.
  • Creates an environment where team members feel safe to share concerns and mistakes without fear of blame.
  • Promotes a positive team culture where people enjoy working together.

Open-ended feedback

Please provide feedback on this individual’s staff management skills. Think about how they set expectations, give feedback, and support team performance.

  • Note: Your comments will appear verbatim in the report.

2

Coaching & Developing Others

  • Creates opportunities for others to grow as leaders themselves.
  • Understands the career goals of team members.
  • Provides guidance and mentorship that supports growth.
  • Encourages continuous learning and skill development.
  • Handles conflict effectively
  • Tailors coaching to the individual’s strengths, needs, and learning style.
  • Acts sensitively to other person's needs/feelings to have a successful interaction
  • Helps others identify blind spots and develop strategies to address them.
  • Encourages self-reflection and ownership of one’s own development.
  • Follows up on development conversations to ensure accountability and progress.
  • Builds successors by preparing team members for greater responsibility.

Open-ended feedback

Please provide feedback on this individual’s ability to coach and develop others. Think about how they support growth, provide guidance, and create opportunities for development.

  • Note: Your comments will appear verbatim in the report.

3

Results Orientation

  • Consistently meets deadlines and commitments.
  • Prioritizes effectively to achieve key outcomes.
  • Delivers high-quality work that achieves intended results.
  • Maintains focus on the most critical objectives, avoiding distractions from less important tasks.
  • Sets ambitious yet realistic goals that drive strong performance.
  • Holds themselves and others accountable for delivering on commitments.
  • Takes initiative to move work forward without needing close supervision.
  • Monitors progress toward goals and makes adjustments to stay on track.
  • Works through ambiguity or incomplete information to keep momentum going.

Open-ended feedback

Please provide feedback on this individual’s results orientation. Consider how they set goals, prioritize, and deliver outcomes.

  • Note: Your comments will appear verbatim in the report.

4

Decision-Making & Judgment

  • Makes timely, well-informed decisions that move work forward.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Seeks input from the right stakeholders before making key decisions.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Avoids “analysis paralysis” by making confident choices with incomplete information.
  • Prioritizes effectively, focusing attention and resources on the most critical issues.
  • Maintains composure and clarity when making decisions under uncertainty or stress.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

5

Resilience / Agility / Flexibility (Adjusting to Change Personally)

  • Demonstrates resilience when faced with setbacks, viewing them as opportunities to learn.
  • Accepts feedback constructively and uses it to improve
  • Bounces back quickly after setbacks or mistakes.
  • Maintains consistent performance despite workload pressure or tight deadlines.
  • Adapts to changes in priorities, processes, or direction without losing motivation.
  • Remains calm and solution-oriented under pressure.
  • Keeps a positive attitude and contributes to morale during stressful periods.
  • Adjusts effectively to changing priorities, demands, and organizational needs.

Open-ended feedback

Please provide feedback on this individual’s resilience and adaptability. Think about how they respond to setbacks, adapt to change, and maintain focus under pressure.

  • Note: Your comments will appear verbatim in the report.

6

Emotional Intelligence (Self-Regulation + Empathy)

  • Manages their own frustration without getting upset.
  • Navigates emotionally charged conversations without escalating tension.
  • Takes responsibility for when there is an error/things don't go well (does not blame others).
  • Able to "hold their tongue"/not act when it will not help the situation
  • Hears what the other person is 'really' saying. Listens to others with the desire to understand their perspective.
  • Notices other people's feelings/ Picks up on the mood in the room.
  • Recognizes how their behavior affects others.
  • Adjusts their tone, pace, and nonverbal cues to match the needs of the situation.
  • Provides constructive feedback in ways that strengthen, rather than weaken, the relationship.
  • Leaves others feeling heard, respected, and valued after interactions with them.

Open-ended feedback

Please share your observations on this individual’s emotional intelligence. Think about how they manage emotions, respond with empathy, and adjust to others’ needs.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Project Manager 360°

Project leadership

1

Decision-Making & Judgment

  • Makes timely, well-informed decisions that move work forward.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Takes ownership of decisions and remains accountable for outcomes.
  • Seeks input from the right stakeholders before making key decisions.
  • Adapts decisions as new information emerges without losing momentum.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Prioritizes effectively, focusing attention and resources on the most critical issues.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

2

Relationship Management (Building/Sustaining Internal Networks)

  • Builds and maintains strong working relationships across the organization
  • Resolves conflicts in a fair and professional manner
  • Builds trust with colleagues across levels and functions by following through on commitments.
  • Helps break down silos by encouraging collaboration across departments and functions.
  • Engages others early in decision-making to create alignment and reduce resistance later.
  • Builds consensus when multiple stakeholders hold different perspectives or competing priorities.
  • Maintains professionalism and respect, even in situations of high disagreement or tension.
  • Uses diplomacy and tact to navigate organizational politics productively.
  • Earns a reputation as someone people want to work with on important cross-functional initiatives.

Open-ended feedback

Please provide feedback on this individual’s ability to build and sustain relationships. Consider how they collaborate, handle conflict, and show respect for others’ perspectives.

  • Note: Your comments will appear verbatim in the report.

3

Emotional Intelligence (Self-Regulation + Empathy)

  • Manages their own frustration without getting upset
  • Takes responsibility for when there is an error/things don't go well (does not blame others)
  • Manages stress well
  • Is aware of their emotions as they happen
  • Able to "hold their tongue"/not act when it will not help the situation
  • Hears what the other person is 'really' saying. Listens to others with the desire to understand their perspective
  • Anticipates how others may feel in a given situation
  • Navigates power dynamics skillfully, fostering collaboration across levels and functions.
  • Helps resolve disagreements between others, acting as a trusted mediator when conflicts arise.
  • Reads group dynamics accurately, noticing when voices are being excluded or overpowered.
  • Anticipates and prevents potential conflicts by addressing small tensions early.
  • Validates others’ feelings, even when they personally disagree with the perspective.

Open-ended feedback

Please share your observations on this individual’s emotional intelligence. Think about how they manage emotions, respond with empathy, and adjust to others’ needs.

  • Note: Your comments will appear verbatim in the report.

4

Influence

  • Gains commitment from others without relying solely on authority or position.
  • Earns respect and credibility that make others willing to follow their lead.
  • Builds influence through expertise, reliability, and integrity rather than title alone.
  • Inspires confidence by consistently following through on commitments.
  • Communicates ideas in ways that inspire commitment and action.
  • Adjusts approach to different audiences to maximize impact and resonance.
  • Anticipates objections and addresses them constructively.
  • Helps people see the benefits of change and reduces resistance.
  • Brings together individuals with diverse or competing interests toward a common goal.
  • Navigates organizational politics effectively without being divisive.
  • Uses networks and relationships strategically to move ideas forward.

Open-ended feedback

Please provide feedback on this individual’s ability to influence others. Reflect on how they gain support, build credibility, and inspire action.

  • Note: Your comments will appear verbatim in the report.

5

Collaboration & Teamwork

  • Earns a reputation as someone others want to collaborate with on important projects.
  • Encourages collaboration to build on others’ ideas and make them stronger.
  • Works effectively with others to achieve shared goals.
  • Shares information openly and keeps others informed in a timely manner.
  • Balances advocating for their own viewpoint with openness to compromise and consensus.
  • Handles disagreements constructively, helping to resolve conflict rather than escalate it.
  • Encourages open dialogue and creates space for people to share concerns.
  • Demonstrates respect for different working styles, backgrounds, and perspectives.
  • Supports colleagues by offering help and resources when needed.
  • Celebrates the achievements of others and gives credit where it is due.
  • Places team goals above personal recognition or individual success.

Open-ended feedback

Please share your feedback on this individual’s collaboration and teamwork. Consider how they contribute to group success, respect perspectives, and build an inclusive culture.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Risk & Compliance 360°

Risk leadership

1

Risk & Compliance

  • Identifies potential risks proactively and communicates them effectively.
  • Balances risk management with enabling business opportunities.
  • Uses data and analytics to identify, quantify, and prioritize risks with accuracy and precision.
  • Monitors key risk indicators (KRIs) and compliance metrics, escalating issues based on data trends and thresholds.
  • Designs, tests, and maintains effective internal controls that withstand audit and regulatory scrutiny.
  • Ensures risk assessments are evidence-based, repeatable, and aligned with industry standards.
  • Integrates compliance requirements into core business processes and systems rather than treating them as stand-alone checklists.
  • Translates complex regulatory requirements into operational actions supported by measurable outcomes.
  • Maintains complete, accurate, and audit-ready records that demonstrate compliance and risk management effectiveness.
  • Leverages technology platforms (e.g., GRC systems, monitoring tools, dashboards) to increase transparency and efficiency in compliance reporting.
  • Performs root-cause analysis of compliance failures or near misses and drives systemic improvements.

Open-ended feedback

Please provide feedback on this individual’s approach to risk and compliance. Think about how they identify risks, ensure compliance, and build a culture of accountability.

  • Note: Your comments will appear verbatim in the report.

2

Integrity & Ethics

  • Demonstrates integrity and consistency in decision-making
  • Makes decisions that align with organizational values, even when unpopular.
  • Communicates openly, honestly, and with transparency.
  • Models humility by acknowledging mistakes and learning from them.
  • Holds themselves accountable to the same standards they expect from others.
  • Demonstrates consistency between stated values and daily actions.
  • Addresses unethical behavior or misconduct promptly, even when uncomfortable.
  • Treats all individuals with fairness, dignity, and respect.
  • Protects confidentiality and uses discretion appropriately.
  • Builds trust by being reliable, consistent, and principled in decision-making.
  • Encourages an ethical culture by setting a positive example for others.

Open-ended feedback

Please share your thoughts on this individual’s integrity and ethical behavior. Consider how they handle difficult situations and build trust through fairness.

  • Note: Your comments will appear verbatim in the report.

3

Decision-Making & Judgment

  • Able to make tough decisions in a timely manner.
  • Makes timely, well-informed decisions that move work forward.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Takes ownership of decisions and remains accountable for outcomes.
  • Seeks input from the right stakeholders before making key decisions.
  • Adapts decisions as new information emerges without losing momentum.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Avoids “analysis paralysis” by making confident choices with incomplete information.
  • Ensures decisions reflect both organizational priorities and ethical considerations.
  • Recognizes when a decision requires urgency versus when it benefits from more deliberation.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

4

Strategic Thinking

  • Acts strategically.
  • Thinks beyond immediate needs by considering the long-term impact of decisions on the organization.
  • Anticipates potential challenges and proactively develops plans to address them.
  • Recognizes patterns, connections, and trends that inform better decision-making.
  • Balances short-term demands with long-term goals to ensure sustainable success.
  • Recognizes emerging risks and opportunities in the external environment and adapts accordingly.
  • Challenges assumptions and explores alternative scenarios before making decisions.
  • Identifies the root causes of complex problems rather than just addressing surface-level symptoms.
  • Prioritizes initiatives that have the greatest long-term value, even when they require trade-offs.
  • Considers second- and third-order consequences of decisions, not just immediate outcomes.
  • Ensures that strategies are not only visionary but also actionable and measurable.

Open-ended feedback

Please share your observations on this individual’s strategic thinking. Consider how they anticipate challenges, balance priorities, and connect decisions to the broader mission.

  • Note: Your comments will appear verbatim in the report.

5

Change Management / Leading Change (Leading Others Through Change)

  • Balances the urgency of immediate crises with a long-term perspective.
  • Encourages team members to embrace change rather than resist it.
  • Shifts strategies or tactics quickly when circumstances require it.
  • Supports others through organizational change, keeping them engaged and productive.
  • Communicates effectively during times of change.
  • Explains the purpose and benefits of change in a way that builds understanding and support.
  • Anticipates resistance and addresses concerns openly and constructively.
  • Provides clarity on roles, expectations, and next steps during transitions.
  • Identifies and celebrates early wins to build momentum.
  • Adjusts change strategies based on feedback and emerging realities.
  • Builds trust by being transparent and consistent throughout the change process.

Open-ended feedback

Please share your observations on this individual’s ability to lead others through change. Reflect on how they communicate, create alignment, and support people during transitions.

  • Note: Your comments will appear verbatim in the report.

6

Collaboration & Teamwork

  • Earns a reputation as someone others want to collaborate with on important projects.
  • Works effectively with others to achieve shared goals.
  • Actively listens and seeks to understand different perspectives before responding.
  • Encourages participation from all team members, ensuring diverse voices are heard.
  • Shares information openly and keeps others informed in a timely manner.
  • Balances advocating for their own viewpoint with openness to compromise and consensus.
  • Handles disagreements constructively, helping to resolve conflict rather than escalate it.
  • Demonstrates respect for different working styles, backgrounds, and perspectives.
  • Encourages knowledge-sharing and helps break down silos within the organization.
  • Keeps commitments and follows through, ensuring the team can rely on them.
  • Manages their own behavior and emotions to maintain team harmony.

Open-ended feedback

Please share your feedback on this individual’s collaboration and teamwork. Consider how they contribute to group success, respect perspectives, and build an inclusive culture.

  • Note: Your comments will appear verbatim in the report.

7

Influence

  • Uses influence effectively to gain support for ideas without relying on positional authority.
  • Gains commitment from others without relying solely on authority or position.
  • Builds coalitions and gains alignment across different perspectives.
  • Earns respect and credibility that make others willing to follow their lead.
  • Builds influence through expertise, reliability, and integrity rather than title alone.
  • Is seen as a trusted advisor whose opinion carries weight with others.
  • Communicates ideas in ways that inspire commitment and action.
  • Adjusts approach to different audiences to maximize impact and resonance.
  • Anticipates objections and addresses them constructively.
  • Helps people see the benefits of change and reduces resistance.
  • Mobilizes stakeholders to move beyond agreement to concrete action.

Open-ended feedback

Please provide feedback on this individual’s ability to influence others. Reflect on how they gain support, build credibility, and inspire action.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Sales Leadership 360°

Coaching, relationships & sales performance

1

Sales Coaching & Development

  • Holds regular coaching conversations focused on skill development and performance improvement.
  • Gives timely, specific feedback that helps salespeople understand what to start, stop, and continue doing.
  • Identifies each team member’s strengths and tailors coaching to leverage those strengths effectively.
  • Helps salespeople analyze lost opportunities and extract lessons to improve future outcomes.
  • Uses role-plays, observations, and pipeline reviews to provide real-time, constructive feedback.
  • Creates a safe environment for team members to discuss challenges without fear of blame.
  • Helps others build confidence by recognizing incremental progress and effort, not just results.
  • Sets clear performance expectations and follows up regularly to measure progress.
  • Develops team members by assigning stretch goals and providing the support to reach them.
  • Identifies performance issues early and addresses them with clarity and fairness.
  • Encourages continuous learning through peer coaching, best-practice sharing, and external training.

Open-ended feedback

Please share your feedback on this individual’s ability to coach and develop their sales team. Reflect on how they give feedback, support growth, and build accountability.

  • Note: Your comments will appear verbatim in the report.

2

External Relationship Management

  • Builds strong relationships with key clients, partners, and stakeholders.
  • Follows through consistently on commitments made to customers.
  • Develops deep understanding of client business models, priorities, and decision drivers.
  • Acts as a trusted advisor by providing insights that add value beyond products or services.
  • Proactively seeks ways to strengthen long-term client partnerships.
  • Responds promptly and professionally to client concerns or issues.
  • Maintains regular contact to ensure satisfaction and identify emerging opportunities.
  • Balances advocacy for the client with the organization’s strategic and financial goals.
  • Navigates complex client organizations effectively, engaging the right stakeholders at the right levels.
  • Manages difficult conversations with customers in ways that preserve relationships.
  • Represents the organization positively in all external interactions.
  • Builds networks that open new business opportunities and strengthen reputation.

Open-ended feedback

Please share your feedback on this individual’s external relationship management. Consider how they build trust, communicate value, and maintain strong client relationships.

  • Note: Your comments will appear verbatim in the report.

3

Sales Pipeline & Performance Management

  • Reviews pipeline regularly to ensure accuracy and accountability.
  • Holds team members accountable for maintaining up-to-date, accurate pipeline data.
  • Uses pipeline metrics to identify risks, trends, and opportunities.
  • Sets realistic, data-driven sales targets and monitors progress against them.
  • Ensures forecasting is grounded in evidence, not optimism.
  • Proactively adjusts territory, account, or resource allocation based on pipeline analysis.
  • Provides clear visibility into sales performance for senior management and the team.
  • Encourages disciplined use of CRM tools to drive consistency and visibility.

Open-ended feedback

Please share your observations on this individual’s approach to sales pipeline and performance management. Reflect on how they drive accountability, accuracy, and forecasting discipline.

  • Note: Your comments will appear verbatim in the report.

4

Negotiation & Deal Strategy

  • Prepares thoroughly before negotiations, understanding both sides’ goals, constraints, and leverage.
  • Develops win-win solutions that meet client needs while protecting the organization’s interests.
  • Demonstrates confidence and composure during high-stakes or complex negotiations.
  • Balances short-term revenue goals with long-term relationship value.
  • Maintains professionalism and integrity even in competitive or pressured deal situations.
  • Closes deals effectively without overpromising or compromising organizational standards.

Open-ended feedback

Please provide feedback on this individual’s negotiation and deal strategy skills. Consider how they prepare, communicate, and balance short- and long-term outcomes.

  • Note: Your comments will appear verbatim in the report.

5

Cross-Functional Collaboration for Sales Success

  • Works effectively with Marketing, Product, and Operations to align on go-to-market strategy.
  • Communicates client needs clearly across departments to ensure seamless execution.
  • Collaborates with other functions to resolve customer issues quickly and effectively.
  • Shares sales insights to help shape product development and market strategy.
  • Encourages joint problem-solving with cross-functional partners rather than assigning blame.
  • Demonstrates respect for other functions’ perspectives and priorities.

Open-ended feedback

Please provide feedback on this individual’s cross-functional collaboration. Consider how they partner with other teams to achieve shared goals and strengthen customer outcomes.

  • Note: Your comments will appear verbatim in the report.
  • Manager/Executive

Strategic Finance 360°

Finance, risk & business acumen

1

Executive Presence

  • Demonstrates confidence and poise even in uncertain or high-stakes situations.
  • Comfortable bringing new thoughts, ideas and innovations forward; shares creative, "out of the box" ideas to push the objective forward.
  • Handles questions with confidence and authority.
  • Communicates clearly and persuasively in formal and informal settings.
  • Remains composed and professional under pressure.
  • Demonstrates authenticity — comes across as genuine and trustworthy.
  • Commands attention in a room without dominating the discussion.
  • Inspires confidence in their leadership through actions and demeanor.

Open-ended feedback

Please share your feedback on this individual’s Executive Presence. Consider how they show up in professional settings, communicate, and influence others.

  • Note: Your comments will appear exactly as written (verbatim).

2

Strategic Thinking

  • Acts strategically.
  • Thinks beyond immediate needs by considering the long-term impact of decisions on the organization.
  • Recognizes patterns, connections, and trends that inform better decision-making.
  • Anticipates potential challenges and proactively develops plans to address them.
  • Balances short-term demands with long-term goals to ensure sustainable success.
  • Recognizes emerging risks and opportunities in the external environment and adapts accordingly.
  • Challenges assumptions and explores alternative scenarios before making decisions.
  • Identifies the root causes of complex problems rather than just addressing surface-level symptoms.
  • Adapts strategy in response to new data, changing conditions, or lessons learned.
  • Ensures that strategies are not only visionary but also actionable and measurable.

Open-ended feedback

Please share your observations on this individual’s strategic thinking. Consider how they anticipate challenges, balance priorities, and connect decisions to the broader mission.

  • Note: Your comments will appear verbatim in the report.

3

Decision-Making & Judgment

  • Able to make tough decisions in a timely manner.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Seeks input from the right stakeholders before making key decisions.
  • Takes ownership of decisions and remains accountable for outcomes.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Avoids “analysis paralysis” by making confident choices with incomplete information.
  • Demonstrates openness to revisiting decisions when evidence suggests a better path forward.
  • Balances competing perspectives to arrive at fair and practical solutions.
  • Builds confidence in others by being consistent, fair, and transparent in decision-making.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

4

Integrity & Ethics

  • Demonstrates integrity and consistency in decision-making.
  • Communicates openly, honestly, and with transparency.
  • Holds themselves accountable to the same standards they expect from others.
  • Treats all individuals with fairness, dignity, and respect.
  • Speaks up when something is not right, even if it risks conflict or resistance.
  • Encourages an ethical culture by setting a positive example for others.
  • Models humility by acknowledging mistakes and learning from them.

Open-ended feedback

Please share your thoughts on this individual’s integrity and ethical behavior. Consider how they handle difficult situations and build trust through fairness.

  • Note: Your comments will appear verbatim in the report.

5

Finance & Business Acumen

  • Ensures accuracy and attention to detail in financial reporting.
  • Provides timely and reliable financial insights to support decision-making.
  • Balances cost control with strategic investments that drive growth.
  • Translates complex financial data into clear, actionable guidance for non-financial stakeholders.
  • Anticipates financial risks and proposes strategies to mitigate them.
  • Aligns financial planning with organizational strategy and long-term goals.
  • Demonstrates sound judgment when allocating resources.
  • Builds trust by maintaining transparency and integrity in all financial practices.
  • Prepares clear, concise, and relevant management reports that support effective decision-making.
  • Delivers board-level reporting that highlights key risks, opportunities, and performance drivers.

Open-ended feedback

Please provide feedback on this individual’s financial and business acumen. Think about how they use financial insights, make resource decisions, and connect strategy to business outcomes.

  • Note: Your comments will appear verbatim in the report.

6

Risk & Compliance

  • Identifies potential risks proactively and communicates them effectively.
  • Balances risk management with enabling business opportunities.
  • Monitors key risk indicators (KRIs) and compliance metrics, escalating issues when needed.
  • Designs, tests, and maintains effective internal controls that withstand audit and regulatory scrutiny.
  • Integrates compliance requirements into core business processes and systems.
  • Translates complex regulatory requirements into operational actions supported by measurable outcomes.
  • Promotes a culture where risk awareness and compliance are shared responsibilities.
  • Applies sound judgment in balancing regulatory requirements with business realities.
  • Maintains transparency and documentation that withstand audit or regulatory review.
  • Anticipates regulatory or industry changes and prepares the organization proactively.

Open-ended feedback

Please provide feedback on this individual’s approach to risk and compliance. Think about how they identify risks, ensure compliance, and build a culture of accountability.

  • Note: Your comments will appear verbatim in the report.

7

Results Orientation

  • Consistently meets deadlines and commitments.
  • Prioritizes effectively to achieve key outcomes.
  • Delivers high-quality work that achieves intended results.
  • Holds themselves and others accountable for delivering on commitments.
  • Maintains focus on the most critical objectives, avoiding distractions from less important tasks.
  • Balances speed with accuracy to ensure results are both timely and reliable.
  • Takes initiative to move work forward without needing close supervision.
  • Monitors progress toward goals and makes adjustments to stay on track.
  • Encourages a sense of urgency and focus within the team.
  • Earns a reputation as someone who consistently delivers on what they commit to.

Open-ended feedback

Please provide feedback on this individual’s results orientation. Consider how they set goals, prioritize, and deliver outcomes.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Team Trust & Culture Pulse

Team culture and trust pulse check

1

Collaboration & Teamwork

  • Earns a reputation as someone others want to collaborate with on important projects.
  • Encourages collaboration to build on others’ ideas and make them stronger.
  • Encourages participation from all team members, ensuring diverse voices are heard.
  • Handles disagreements constructively, helping to resolve conflict rather than escalate it.
  • Keeps commitments and follows through, ensuring the team can rely on them.

Open-ended feedback

Please share your feedback on this individual’s collaboration and teamwork. Consider how they contribute to group success, respect perspectives, and build an inclusive culture.

  • Note: Your comments will appear verbatim in the report.

2

Relationship Management (Building/Sustaining Internal Networks)

  • Builds and maintains strong working relationships across the organization
  • Builds trust with colleagues across levels and functions by following through on commitments.
  • Engages others early in decision-making to create alignment and reduce resistance later.
  • Builds consensus when multiple stakeholders hold different perspectives or competing priorities.
  • Leaves interactions with others feeling heard, valued, and respected.

Open-ended feedback

Please provide feedback on this individual’s ability to build and sustain relationships. Consider how they collaborate, handle conflict, and show respect for others’ perspectives.

  • Note: Your comments will appear verbatim in the report.

3

Staff Management

  • Encourages team members to take ownership and accountability for results, providing support when needed.
  • Creates an environment where team members feel safe to share concerns and mistakes without fear of blame.
  • Encourages collaboration and teamwork rather than competition among team members.
  • Holds people accountable for performance and outcomes.
  • Encourages open dialogue, ensuring every team member feels heard and respected.

Open-ended feedback

Please provide feedback on this individual’s staff management skills. Think about how they set expectations, give feedback, and support team performance.

  • Note: Your comments will appear verbatim in the report.

4

Integrity & Ethics

  • Demonstrates integrity and consistency in decision-making
  • Communicates openly, honestly, and with transparency.
  • Treats all individuals with fairness, dignity, and respect.
  • Builds trust by being reliable, consistent, and principled in decision-making.
  • Encourages an ethical culture by setting a positive example for others.

Open-ended feedback

Please share your thoughts on this individual’s integrity and ethical behavior. Consider how they handle difficult situations and build trust through fairness.

  • Note: Your comments will appear verbatim in the report.
  • All Levels

Technology & Information Systems 360°

IT, innovation & digital leadership

1

Technology & Information Systems

  • Delivers reliable and secure technology solutions that consistently support business-critical operations without disruption.
  • Balances innovation with operational stability, introducing new technologies in ways that minimize risk and ensure continuity.
  • Responds to technology issues with urgency and effectiveness, restoring service quickly while addressing root causes.
  • Collaborates with business leaders to shape IT initiatives that directly enable strategic objectives and measurable business outcomes.
  • Communicates complex technical concepts with clarity and influence, ensuring non-technical audiences understand implications and choices.
  • Anticipates the impact of emerging technologies and proactively evaluates their relevance and potential value to the organization.
  • Integrates cybersecurity and data protection considerations into every decision, creating a culture of vigilance and compliance.
  • Drives continuous improvement in systems and processes, seeking out opportunities to enhance efficiency, resilience, and user experience.
  • Monitors system performance and proactively implements improvements to prevent downtime, data loss, or security incidents.
  • Manages IT vendors and external partners to ensure accountability, cost-effectiveness, and alignment with organizational standards.
  • Leads IT projects with discipline, delivering upgrades, migrations, and new platforms on time, within budget, and with strong adoption.
  • Develops, maintains, and tests business continuity and disaster recovery plans to ensure organizational resilience.

Open-ended feedback

Please provide feedback on this individual’s use of technology and information systems. Think about how they deliver reliable solutions, communicate technical concepts, and use innovation responsibly.

  • Note: Your comments will appear verbatim in the report.

2

Strategic Thinking

  • Acts strategically.
  • Thinks beyond immediate needs by considering the long-term impact of decisions on the organization.
  • Recognizes patterns, connections, and trends that inform better decision-making.
  • Balances short-term demands with long-term goals to ensure sustainable success.
  • Connects day-to-day work to the broader organizational mission and vision.
  • Recognizes emerging risks and opportunities in the external environment and adapts accordingly.
  • Challenges assumptions and explores alternative scenarios before making decisions.
  • Identifies the root causes of complex problems rather than just addressing surface-level symptoms.
  • Adapts strategy in response to new data, changing conditions, or lessons learned.
  • Ensures that strategies are not only visionary but also actionable and measurable.

Open-ended feedback

Please share your observations on this individual’s strategic thinking. Consider how they anticipate challenges, balance priorities, and connect decisions to the broader mission.

  • Note: Your comments will appear verbatim in the report.

3

Decision-Making & Judgment

  • Able to make tough decisions in a timely manner.
  • Balances data, experience, and intuition to make sound choices.
  • Evaluates risks, trade-offs, and potential consequences before acting.
  • Seeks input from the right stakeholders before making key decisions.
  • Communicates the rationale behind decisions to build understanding and alignment.
  • Ensures decisions reflect both organizational priorities and ethical considerations.
  • Demonstrates openness to revisiting decisions when evidence suggests a better path forward.
  • Recognizes when a decision requires urgency versus when it benefits from more deliberation.
  • Builds confidence in others by being consistent, fair, and transparent in decision-making.

Open-ended feedback

Please provide feedback on this individual’s decision-making and judgment. Reflect on how they make timely choices, balance risks, and take accountability for outcomes.

  • Note: Your comments will appear verbatim in the report.

4

Change Management / Leading Change (Leading Others Through Change)

  • Balances the urgency of immediate crises with a long-term perspective.
  • Encourages team members to embrace change rather than resist it.
  • Shifts strategies or tactics quickly when circumstances require it.
  • Helps the team stay focused and aligned when challenges or setbacks occur.
  • Supports others through organizational change, keeping them engaged and productive.
  • Recognizes signs of burnout (in themselves or others) and takes steps to address them.
  • Communicates effectively during times of change.
  • Explains the purpose and benefits of change in a way that builds understanding and support.
  • Anticipates resistance and addresses concerns openly and constructively.
  • Provides clarity on roles, expectations, and next steps during transitions.

Open-ended feedback

Please share your observations on this individual’s ability to lead others through change. Reflect on how they communicate, create alignment, and support people during transitions.

  • Note: Your comments will appear verbatim in the report.

5

Risk & Compliance

  • Identifies potential risks proactively and communicates them effectively.
  • Balances risk management with enabling business opportunities.
  • Uses data and analytics to identify, quantify, and prioritize risks with accuracy and precision.
  • Monitors key risk indicators (KRIs) and compliance metrics, escalating issues based on data trends and thresholds.
  • Designs, tests, and maintains effective internal controls that withstand audit and regulatory scrutiny.
  • Ensures risk assessments are evidence-based, repeatable, and aligned with industry standards.
  • Educates colleagues on risk and compliance requirements in ways that are practical, accessible, and tailored to their roles.

Open-ended feedback

Please provide feedback on this individual’s approach to risk and compliance. Think about how they identify risks, ensure compliance, and build a culture of accountability.

  • Note: Your comments will appear verbatim in the report.

6

Collaboration & Teamwork

  • Earns a reputation as someone others want to collaborate with on important projects.
  • Encourages collaboration to build on others’ ideas and make them stronger.
  • Works effectively with others to achieve shared goals.
  • Actively listens and seeks to understand different perspectives before responding.
  • Encourages participation from all team members, ensuring diverse voices are heard.
  • Shares information openly and keeps others informed in a timely manner.
  • Balances advocating for their own viewpoint with openness to compromise and consensus.
  • Handles disagreements constructively, helping to resolve conflict rather than escalate it.
  • Demonstrates respect for different working styles, backgrounds, and perspectives.
  • Encourages knowledge-sharing and helps break down silos within the organization.
  • Supports collective decision-making and stands by team decisions once made.

Open-ended feedback

Please share your feedback on this individual’s collaboration and teamwork. Consider how they contribute to group success, respect perspectives, and build an inclusive culture.

  • Note: Your comments will appear verbatim in the report.

7

Learning Agility / Continuous Learning

  • Seeks out new knowledge and skills to stay current in their field.
  • Adapts quickly when faced with unfamiliar situations or challenges.
  • Demonstrates curiosity by asking questions and exploring new ideas.
  • Reflects on successes and failures to extract lessons for future improvement.
  • Applies lessons learned from past experiences to new and different contexts.
  • Takes feedback seriously and uses it to make meaningful changes in behavior.
  • Shows willingness to experiment with new approaches, even if the outcome is uncertain.
  • Takes initiative to expand their knowledge beyond their immediate role or function.
  • Stays ahead of industry or market trends by proactively pursuing learning opportunities.
  • Earns a reputation as someone who continuously develops and evolves with changing demands.

Open-ended feedback

Please provide feedback on this individual’s learning agility. Consider how they seek out new knowledge, learn from experience, and adapt to new challenges.

  • Note: Your comments will appear verbatim in the report.