Forgot Password?
OR
Sign UpLogin With Facebook
Sign UpLogin With Google

Free 360 Leadership Survey

50+ Expert Crafted 360 Degree Leadership Survey Questions

Surveys > Feedback

Discover leadership strengths and blind spots in one powerful tool with our 360 leadership survey questions template - getting you actionable feedback from peers, direct reports and managers to fuel real growth. A 360 leadership survey gathers multi-rater insights on leadership behaviors and styles, so you can pinpoint development areas and celebrate wins; load our free template preloaded with proven example questions, or customize your own using our online form builder.

What is your relationship to the leader being evaluated?
Direct report
Peer
Manager
Internal client
Other
The leader communicates vision and goals clearly.
1
2
3
4
5
Strongly disagreeStrongly agree
The leader empowers and develops team members.
1
2
3
4
5
Strongly disagreeStrongly agree
The leader demonstrates integrity and transparency.
1
2
3
4
5
Strongly disagreeStrongly agree
The leader makes timely and effective decisions.
1
2
3
4
5
Strongly disagreeStrongly agree
In your view, what are this leader’s greatest strengths?
What areas could this leader improve to enhance team performance?
The leader provides constructive feedback and recognition.
1
2
3
4
5
Strongly disagreeStrongly agree
{"name":"What is your relationship to the leader being evaluated?", "url":"https://www.poll-maker.com/QPREVIEW","txt":"What is your relationship to the leader being evaluated?, The leader communicates vision and goals clearly., The leader empowers and develops team members.","img":"https://www.poll-maker.com/3012/images/ogquiz.png"}
Copy/Edit Survey Send to Recipients Make a Survey w/AI Form Builder Survey Tips More Questions FAQ

Trusted by 5000+ Brands

Logos of Poll Maker Customers

Top Secrets Every Leader Must Know Before Running a 360 Leadership Survey

A well-crafted 360 leadership survey offers a panoramic view of a leader's impact. It gathers insights from peers, direct reports, and managers to create a full-spectrum profile. You'll uncover both blind spots and breakthrough strengths in one swift process. This approach beats one-sided reviews every time.

Before you build your questions, align on clear goals. According to the Center for Creative Leadership, aligning feedback with organizational strategy boosts buy-in and follow-through. The 360 Degree Assessment Feedback Best Practice Guidelines recommend defining the behaviors you want to measure, then tailoring each item to those outcomes.

Next, customize your template. The Track Surveys guide shows step-by-step how to match your questions to company values. The Designing 360 Degree Feedback: The Complete Guide offers sample formats that drive honest responses. From designing your 360 Degree Survey to launching your poll, every detail influences the outcome.

Sample questions make feedback concrete. Try "What do you value most about your leadership style?" and "How effectively does your leader foster team collaboration?" In a recent tech firm case, a single well-phrased question led to a 30% jump in participation. That kind of impact proves why investing time here pays off.

3D voxel art depicting online surveys, symbolizing 360 leadership survey questions on a dark blue background.
3D voxel art depicting online survey process, symbolizing 360 leadership survey questions.

5 Must-Know Tips to Dodge Common 360 Leadership Survey Pitfalls

1. Skipping clear objectives. Leaders often launch without defined goals. Without a roadmap, feedback drifts and fails to inform real change. Always start with "What do I want to improve?" so every question aligns with that aim.

2. Crafting vague questions. Ambiguity kills honest feedback. Avoid open-ended prompts like "Describe leadership." Instead, ask "How clearly do you perceive your leader's vision?" and measure with a scale. Clarity drives useful data.

3. Ignoring anonymity. If respondents fear identification, they'll silence concerns. Protect confidentiality and watch candid insights flow. Zenger Folkman's 360-Degree Leadership Assessment research shows that anonymity can double honest response rates.

4. Overlooking follow-up. Gathering feedback is just the first step. Plan debrief sessions and assign action items. Tie feedback to development plans to close the loop and maintain momentum.

5. Forgetting training. Rolling out your Leadership Survey without guidance leaves teams confused. Host a brief workshop on why you're launching a survey and how to interpret results. That simple prep can boost participation by up to 40%, says the Multifactor Leadership Questionnaire findings.

Self-Awareness Questions

These questions help leaders reflect on their strengths and areas for improvement to foster personal growth. They are designed to deepen insight and guide actionable development as part of your 360 Degree Survey process.

  1. How well do you understand your core leadership values?

    This question gauges self-awareness of guiding principles, essential for authentic leadership.

  2. How often do you solicit feedback on your leadership style?

    Encourages proactive feedback-seeking, a hallmark of reflective leaders.

  3. In challenging situations, how aware are you of your emotional triggers?

    Highlights emotional self-awareness, critical for managing stress responses.

  4. How clearly do you articulate your personal strengths to your team?

    Measures ability to communicate self-perception, fostering trust and clarity.

  5. How effectively do you recognize your blind spots?

    Assesses openness to identifying and addressing personal limitations.

  6. How regularly do you reflect on your leadership successes and failures?

    Evaluates commitment to reflective practice, key to continuous improvement.

  7. How confident are you in admitting mistakes to your team?

    Tests vulnerability and transparency, which build credibility.

  8. How well do you balance strengths and weaknesses when making decisions?

    Assesses realistic self-evaluation and balanced judgment.

  9. How intentional are you about aligning actions with your values?

    Measures consistency between stated values and behaviors.

  10. How open are you to changing your leadership approach based on reflection?

    Determines adaptability and willingness to evolve.

Team Collaboration Questions

This set explores how leaders interact with teams to build trust, drive engagement, and foster a collaborative culture, essential in a comprehensive Team Leader Survey .

  1. How effectively do you build consensus among diverse viewpoints?

    Assesses facilitation skills and ability to unite team members.

  2. How clear are you in defining team goals and expectations?

    Measures clarity in goal-setting, which drives alignment and performance.

  3. How comfortable are you in delegating responsibilities?

    Evaluates trust in team members and empowerment tactics.

  4. How well do you recognize individual contributions?

    Highlights appreciation practices that boost morale.

  5. How open are you to suggestions from team members?

    Assesses openness and inclusive decision-making.

  6. How effectively do you resolve conflicts within your team?

    Measures conflict resolution skills and impartiality.

  7. How regularly do you provide constructive feedback?

    Checks consistency and quality of performance guidance.

  8. How well do you facilitate knowledge sharing?

    Evaluates support for collaboration and continuous learning.

  9. How effectively do you encourage accountability in your team?

    Assesses mechanisms to ensure ownership and follow-through.

  10. How do you celebrate team successes?

    Highlights recognition rituals that reinforce positive behaviors.

Communication Skills Questions

Assess a leader's ability to convey ideas, listen actively, and foster open dialogue in a 360 Survey . These questions aim to improve clarity and connection.

  1. How clearly do you articulate your vision to stakeholders?

    Measures ability to communicate strategic direction effectively.

  2. How well do you adapt your communication style to different audiences?

    Assesses flexibility in messaging for diverse groups.

  3. How actively do you listen to team members' concerns?

    Highlights listening skills that build rapport and understanding.

  4. How effectively do you manage difficult conversations?

    Evaluates conflict navigation and emotional control.

  5. How consistent is your nonverbal communication with your messages?

    Assesses alignment of body language and spoken words.

  6. How timely and constructive is your feedback delivery?

    Measures responsiveness and quality of coaching conversations.

  7. How well do you facilitate inclusive discussions?

    Highlights ability to ensure all voices are heard.

  8. How effectively do you reduce misunderstandings in your communications?

    Assesses clarity checks and confirmation practices.

  9. How confident are you in public speaking scenarios?

    Measures poise and presence during group addresses.

  10. How open are you to receiving communication feedback?

    Evaluates receptiveness to improve dialogue skills.

Decision-Making Questions

Focused on evaluating judgment, risk assessment, and strategic choices, these questions help refine decision-making abilities in your Leadership Effectiveness Survey .

  1. How do you gather relevant data before making decisions?

    Assesses thoroughness in information collection.

  2. How well do you balance short-term needs with long-term goals?

    Highlights strategic foresight and prioritization skills.

  3. How comfortable are you with making decisions under uncertainty?

    Evaluates risk tolerance and composure in ambiguity.

  4. How effectively do you involve stakeholders in decision processes?

    Measures inclusiveness and collaboration in choices.

  5. How do you evaluate the impact of your decisions post-implementation?

    Assesses follow-through and outcome analysis.

  6. How transparent are you about decision rationales?

    Highlights openness that builds trust and understanding.

  7. How well do you manage the trade-offs in complex decisions?

    Evaluates ability to weigh competing factors.

  8. How often do you revisit decisions to adjust them if needed?

    Assesses agility and willingness to iterate.

  9. How do you handle feedback on your decisions?

    Measures receptiveness and continuous improvement.

  10. How do you ensure accountability for decision outcomes?

    Highlights ownership and responsibility practices.

Emotional Intelligence Questions

These questions explore empathy, self-regulation, and emotional awareness to elevate leadership impact in the Leadership Engagement Survey .

  1. How well do you recognize others' emotional cues?

    Assesses perceptiveness and interpersonal sensitivity.

  2. How effectively do you manage your own stress?

    Highlights self-regulation under pressure.

  3. How empathetic are you when team members face challenges?

    Measures genuine concern and supportive responses.

  4. How do you adapt your approach when emotions run high?

    Assesses flexibility and calm leadership style.

  5. How well do you encourage emotional openness in your team?

    Evaluates environment of psychological safety.

  6. How often do you check in on your team's well-being?

    Measures proactive care for morale and engagement.

  7. How comfortably do you acknowledge others' feelings?

    Highlights validation skills that foster trust.

  8. How do you handle your own emotional setbacks?

    Assesses resilience and recovery strategies.

  9. How well do you balance empathy with accountability?

    Measures ability to support and drive performance.

  10. How effectively do you use positive reinforcement?

    Evaluates motivational communication and morale building.

Strategic Vision Questions

Designed to assess long-term planning, innovation, and change leadership in your Executive Survey , these questions clarify a leader's strategic impact.

  1. How clearly do you define your organization's future direction?

    Assesses articulation of a compelling vision.

  2. How often do you scan the environment for emerging trends?

    Measures proactive market and industry awareness.

  3. How effectively do you translate vision into actionable plans?

    Highlights execution planning and goal-setting skills.

  4. How well do you foster innovation within your team?

    Assesses encouragement of creative problem-solving.

  5. How do you ensure alignment between strategy and daily operations?

    Measures consistency and operational integration.

  6. How do you communicate strategic priorities across the organization?

    Evaluates clarity and reach of strategic messaging.

  7. How adaptive is your strategy in response to change?

    Assesses agility and responsiveness to disruption.

  8. How well do you involve key stakeholders in strategy development?

    Highlights participative leadership in planning.

  9. How do you evaluate progress toward strategic goals?

    Measures use of metrics and performance tracking.

  10. How do you sustain momentum for long-term initiatives?

    Assesses persistence and engagement strategies.

FAQ

What are the key competencies evaluated in a 360 leadership survey?

A 360 leadership survey template typically assesses core competencies such as communication, strategic thinking, emotional intelligence, decision-making, team collaboration, and adaptability. These example questions help pinpoint leadership strengths and areas for growth. Using a free survey template ensures you cover critical skills accurately, providing a comprehensive development roadmap for executives and managers.

How do I design effective questions for a 360 leadership survey?

Start with a clear survey template outlining leadership competencies like communication, strategic thinking, and teamwork. Craft rating scale items and example questions that are concise and unbiased. Include open-ended prompts for deeper insight. Pilot your free survey with a small group to ensure clarity and reliability before full deployment.

What are some examples of open-ended questions to include in a 360 leadership survey?

Open-ended prompts in a 360 survey template might include: "Describe a situation where [Name] demonstrated effective decision-making." "What strengths does [Name] bring to team collaboration?" "How could [Name] improve communication style?" These example questions gather narrative feedback, enriching your leadership development free survey insights.

How can I ensure anonymity and confidentiality in a 360 leadership survey?

Use an anonymous survey template that doesn't collect identifying details. Employ third-party survey tools or free survey platforms with encryption. Communicate confidentiality protocols, secure data storage, and limited access. This builds trust and encourages honest feedback in your 360 leadership survey, ensuring participants feel safe sharing candid insights.

What are the best practices for implementing a 360 leadership survey in my organization?

Implementing a 360 leadership survey template involves: defining objectives, selecting relevant competencies, customizing questions, and choosing a free survey tool. Communicate goals clearly, train participants, and set deadlines. Analyze results with benchmarking. Share feedback constructively and create action plans. Follow these best practices for a smooth, impactful leadership development process.

How do I interpret the results of a 360 leadership survey to identify areas for improvement?

Start by reviewing aggregated scores in your survey template to spot trends in competencies like communication and decision-making. Compare individual ratings against benchmarks. Highlight strengths and low-scoring areas, then examine open-ended feedback for context. Use this analysis to create targeted development plans and track progress over time.

What are common challenges in conducting a 360 leadership survey, and how can I overcome them?

Common challenges in a 360 leadership survey template include low participation rates, biased feedback, and data confidentiality concerns. Overcome these by communicating benefits clearly, ensuring anonymity with a free survey tool, and providing training on constructive feedback. Address bias with diverse raters and set realistic timelines to boost engagement and reliability.

How often should a 360 leadership survey be conducted for optimal effectiveness?

For optimal leadership development, run your 360 leadership survey template every 6 to 12 months. This frequency balances fresh feedback with time for growth and action planning. Use a free survey tool to schedule reminders and track completion. Adjust intervals based on organizational changes and performance cycles to maximize impact.

What are the benefits of using a 360 leadership survey for leadership development?

A 360 leadership survey template offers multi-source feedback, revealing blind spots and strengthening leadership skills. It promotes self-awareness, accountability, and targeted growth plans. Using a free survey template ensures cost-effective data collection and easy customization. Organizations gain enhanced team performance, improved communication, and a culture of continuous development.

How can I tailor a 360 leadership survey to fit the specific needs of my organization?

Customize your 360 leadership survey template by aligning competencies with your organization's values and goals. Select relevant example questions and weighting scales. Use a free survey tool to add branding, adjust anonymity settings, and segment respondents. Pilot the survey internally, gather feedback, and refine content for optimal relevance.

Related Survey Questions

Form Builder (FREE)