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Audience
Executives, Senior Leaders, Supervisors, Team Leaders
Uses
Executive and leadership development programs, coaching programs
Number of competencies
14
Number of questions
59
Time to complete
15 minutes
Scale
1 to 5 frequency scale
Fostering Inclusiveness/Psychological Safety (Encourages and values team members to share their ideas, suggestions, recommendations, and concerns; Models and promotes mutual respect, fairness, and equity to foster a sense of belonging)
Fostering Belonging/Inclusiveness (Fosters belonging in the workplace to ensure that employees of all backgrounds feel heard, seen, and recognized for their contributions and accomplishments in a fair, equitable, and unbiased manner; Accepting and valuing the various components of an employee’s identity, such as being a parent, being of a particular race or culture or being neurodiverse).
Facilitating Collaboration (Works closely and cooperatively with team members and co-workers to achieve shared goals; Seeks collaboration and avoids direct competition with others)
Developing/Coaching Others (Attracts, selects, and retains talent. Effectively coaches, trains, and develops others).
Drives Change/Innovation (Explores new possibilities, and builds new approaches; Drives innovation and change; Creates and inspires new and innovative ideas, processes, and procedures)
Drives Performance and Results (Focuses on bottom-line results and achievement of goals. Sets and pursues aggressive business goals. Monitors and addresses team and organizational performance issues).
Influencing/Inspiring (Utilizes appropriate interpersonal styles and approaches in facilitating a group and project teams towards successful task achievement)
Communicating Effectively (Seeks to understand others by active listening; Communicates in a clear and persuasive manner.
Strategic Problem Solving (Gathers and utilizes available information to understand and solve organizational issues and problems; Uses judgment and makes quality decisions in a timely fashion when required)
Integrity/Candor (Acts with courage; Confronts difficult issues and takes constructive and responsible action; Acts with integrity; Displays honesty and candor)
Authenticity/Humility (Accepts responsibility for decisions and mistakes; Shares shortcomings, development areas, and mistakes/errors; Considers and adopts the ideas and opinions of others when their solutions are better)
Resilience/Adaptability (Maintains well-being and performance under pressure and stress; Effectively copes with ambiguity and change in a constructive manner; Bounces back and thrives from work/life adversity and challenge).
Self-Development (Manage one’s own time, energy; Seeks continuous personal/career growth; Proactively seeks, acts, and learns from feedback given to them by others)
Empathy/Compassion (Expresses sensitivity and empathy towards others; Treats others in a civil, fair, consistent, and caring manner)
Mashihi, S. & Nowack, K. (2025). Performance Feedback Strategies: Driving Successful Behavior Change. ATD Press.
Nowack, K. M. (2019). From insight to successful behavior change: The real impact of development-focused 360 feedback. A. H. Church, , D. W. Bracken, J. W. Fleenor, & D. S. Rose (Eds.), The Handbook of Strategic 360 Feedback, New York: Oxford University Press.
Mashihi, S. & Nowack, K. (2013). Clueless: Coaching People Who Just Don’t Get It (2nd Edition). Envisia Learning, Inc.
Nowack, K. & Mashihi, S. (2012). Evidence Based Answers to 15 Questions about Leveraging 360-Degree Feedback. Consulting Psychology Journal: Practice and Research, Vol. 64, No. 3, 157–182 (APA Consulting Psychology Division–Elliott Jaques Best Paper Award for 2012).
Nowack, K. (2009). Leveraging Multirater Feedback to Facilitate Successful Behavioral Change. Consulting Psychology Journal: Practice and Research, 61, 280-297.
360 degree feedback is employee development feedback that comes from all around the employee. The feedback typically comes from direct reports/subordinates, peers/ colleagues, and managers in the organizational hierarchy, as well as a self-assessment, and in some cases external sources such as customers and suppliers or other interested stakeholders.
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