These are the 2 leadership 360 templates we use in Org360, in full. The 12-question version takes raters about 5 minutes. The 24-question version takes about 10 and goes deeper, with 2 questions on each competency.
Copy them into any survey tool, or send them from Org360 in a couple of minutes with the report built for you. Your first survey there is free.
In short
- 12 questions: 1 overall rating, 8 competency statements, 3 open questions. Use it for a first 360 or a check-in every 3 months.
- 24 questions: 1 overall rating, 20 statements across 10 competencies, 3 open questions. Use it once or twice a year.
- Raters score each statement from 1 (strongly disagree) to 5 (strongly agree).
- Invite 5 to 10 raters from the person's team, peers and manager. The report only opens once 3 have replied, so no single answer stands out.
Template 1: the 12-question 360 (about 5 minutes)
This is our Leadership Pulse survey. It's short enough to run every quarter without wearing people out.
Overall
- Overall, how would you rate this leader's effectiveness over the last 3 months?
Leadership competencies (1 to 5, strongly disagree to strongly agree)
- This leader communicates a clear vision and direction.
- This leader communicates openly and keeps the team well-informed.
- This leader supports my growth and development.
- Holds the team accountable for commitments and results.
- This leader is someone I trust to be honest and follow through on commitments.
- Adapts well to change and helps the team navigate it.
- This leader creates an environment where people feel safe to speak up.
- Gives the team real ownership and delegates effectively.
Open feedback
- What should this leader start doing or continue doing more of?
- What should this leader stop doing or do less of?
- In one word or short phrase, how would you describe this leader's style?
Template 2: the 24-question 360 (about 10 minutes)
This is The Full 360. Two questions per competency means one odd answer doesn't decide the score for a whole area.
Overall
- Overall effectiveness over the last 3 to 6 months?
Strategic vision
- Communicates a clear vision and priorities.
- Navigates difficult decisions with clarity, considering broader impact.
Communication
- Communicates clearly and ensures others have the information they need.
- Genuinely listens to others and accepts feedback without defensiveness.
People development
- Provides feedback that helps people grow.
- Provides effective recognition for others' achievements.
Empowerment
- Trusts people enough to let go and avoids micromanagement.
- Willingly shares leadership and defers to others when they have more expertise.
Integrity and values
- Demonstrates honest, ethical behavior in all interactions.
- Is a role model for living our organization's values.
Leading change
- Encourages creativity and new approaches to solving problems.
- Adapts their approach as external demands or environments change.
Collaboration
- Builds effective partnerships with external organizations and stakeholders.
- Creates a team environment where people genuinely collaborate.
Results and impact
- Consistently delivers on commitments.
- Holds people accountable for results that lead to long-term impact.
Personal mastery
- Deeply understands their own strengths and weaknesses.
- Stays composed and responds constructively under pressure.
Diversity and inclusion
- Actively seeks out and values diversity in people and perspectives.
- Ensures all team members have equal access to opportunities, information, and influence.
Open feedback
- In one word or short phrase, how would you describe this person's style?
- What should this person start doing or continue doing more of?
- What should this person stop doing or do less of?
Which template should you pick?
Pick the 12 if it's your first 360, if the person has fewer than 10 people around them, or if you want to repeat it every 3 months to see what changed.
Pick the 24 if this is the main 360 of the year, if it feeds a coaching program, or if the person leads leaders and needs more detail on areas like partnerships and inclusion.
You can also alternate: the 24 once a year, the 12 in between.
How to run it in 5 steps
- 1. Decide who sees the report. We think the person being rated should own it, and choose what to share with their manager or coach. People answer more honestly when they know the report isn't going to HR.
- 2. Pick raters. 5 to 10 people who see the person's work every week: their team, a few peers and their manager.
- 3. Tell people why. A 3-line message from the person being rated works better than a system email: what it's for, how long it takes, and that answers are anonymous.
- 4. Keep it open for 1 to 2 weeks, with one reminder halfway.
- 5. Pick 3 priorities from the results and share them back with the raters. That last step is what makes people answer honestly next time.
Using the template in Org360
Both templates are ready to send in Org360. You can edit the wording of any question before you launch, offer it in 8 languages, and invite raters by email.
When the replies come in, you get a report with scores per competency, strengths, growth areas, a summary of the open answers and a development plan. The report opens once at least 3 people have replied, so nobody's answers can be singled out. See a sample leadership 360 report.
Your first survey is free, with up to 500 respondents and no credit card. Send your first 360 free.
Want different questions? See 40 examples of 360 feedback questions by competency.
FAQ
Is this 360 feedback template free?
Yes. Copy the questions into any tool, or send them from Org360, where your first survey is free.
How long does a 360 feedback survey take to complete?
About 5 minutes for the 12-question template and about 10 minutes for the 24-question one.
How many people should give 360 feedback?
Aim for 5 to 10 raters who work with the person every week. Fewer than 3 in a group makes it too easy to guess who said what.
Can I use the template in Google Forms or Word?
Yes, you can copy the questions anywhere. You'll have to work out the scores, keep answers anonymous and write up the open text yourself, which is the part Org360 does for you.
How often should you run a 360?
The 12-question version every 3 months, or the 24-question version every 6 to 12 months.