Unlike longer assessments, the Mini 360 focuses on qualitative input, capturing nuanced perspectives in a straightforward format. By asking open-ended questions, this survey provides rich, specific insights into your leadership style, personality, and impact.
How to succeed your 360 assessment:
- Find a trusted person to help you digest and apply the feedback: an executive coach, a mentor, a peer, or your director of human resources. A trusted person is useful for three reasons: to help you take the feedback the right way and not be too critical of yourself, and help prioritize what you should change, and serve as your accountability buddy for those changes.
- Send the survey to 5-10 subordinates, supervisors and peers.
- Review the feedback with your trusted person and decide what to improve.
- Thank all those who gave you valuable feedback!
- Repeat on a yearly basis to measure and validate your progress!
Share this with your coach or trusted person: How to give feedback to a leader who has completed a 360 assessment.
Learn more:
- What Got You Here Won't Get You There” by Marshall Goldsmith
- Top executives need feedback—here’s how they can get it - By Robert S. Kaplan in McKinsey Quarterly
- Top Ranked Leaders Know This Secret: Ask For Feedback - Joseph Folkman in Forbes
License
Survey Questions
- 1.1What are this leader’s top 3–4 strengths?(open text)
- 1.2What are their top 3–4 areas for development or improvement?(open text)
- 1.3How could this leader best help the organization reach its full potential?(open text)
- 1.4If you could offer just one piece of advice, what would it be?(open text)
- 1.5Any other comments or feedback?(open text)