Team-based 360 Leadership Surveys

Quantisoft’s team-based 360 leadership surveys are having considerable success in identifying leadership strengths and weaknesses of individual leaders and of entire leadership teams. The data is highly effective for strengthening leadership programs. We customize the survey questions to meet the specific needs of organizations and their leadership teams.

Our 360 Leadership Feedback Survey approach:

1. Conduct 360 leadership surveys for entire leadership teams rather than just one or a small number of leaders who you feel need to strengthen their leadership effectiveness. For example, we just completed the third set of leaders for a financial services company with approximately 300 employees. The first round included the senior leadership team, the second round included all mid-level managers and the final round included all first-line/supervisor level managers.

2. Do not have people providing feedback identify themselves by their level (e.g. peer, reporting to, level above, etc.) – this makes people more comfortable in providing honest, comprehensive feedback.

3. Provide each leader with their own set of comprehensive ratings and comments reports including all responses aggregated and each person’s feedback on an anonymous basis.

4. Provide a full set of the reports for each individual leader to HR and to the top people in the organization (CEO, President, etc.). Also provide them with comprehensive aggregate reports identifying areas of leadership strength and weakness for the entire leadership team. Aggregate reports include a listing of the leadership team’s competencies in descending rating order and a list of the leaders in descending overall rating order.

5. Senior leaders, HR, OD and Training use the team and individual 360 leadership feedback to develop appropriate actions for strengthening the leadership team’s and each individual’s leadership effectiveness. Actions include training, coaching, etc. The survey results are also very useful for identifying ways to strengthen leadership programs and for identifying strong candidates for promotion and succession planning.

Case Study – 360 Leadership Feedback Survey

Quantisoft recently conducted 360 Leadership Surveys for a financial services organization with approximately 300 employees. The survey questions were customized to meet their environment. The survey was conducted in three separate groups, one at a time. The senior leadership team was done first, mid-level managers were done next and the supervisor level was done last.

The survey included 55 questions (all worded as statements) that assess leadership characteristics or competencies that each fall into one of the following categories:

  • Leadership behavior
  • Leader’s personality
  • Learned leadership and management skills

The following tables include the results (overall ratings) for the 16 mid-level managers and by department.

The survey rating scale is:

5 Always  4 Most of the time  3 Some of the time  2 Infrequently  1 Never

5 = the best rating

Results Broken Down by Leader

Leader

# Responses

Overall

Rating

Mark R.

11

4.56

Bruce T.

9

4.53

John L.

10

4.51

Linda A.

11

4.40

Don F.

11

4.38

Rebecca H.

11

4.34

Josh W.

10

4.33

Andrea P.

11

4.19

Jean E.

11

4.18

Sanjay P.

9

4.07

Manny R.

10

4.01

Jim B.

10

4.00

Cathy D.

11

3.98

Jenn S.

12

3.85

Jeff E.

11

3.45

Phil S.

9

3.08

 

Results Broken Down by Department

Department

Overall

Rating

Finance

4.48

Sales

4.11

Operations

4.08

Administration

3.08

Summary:

  1. There is a very large range of leadership effectiveness among the 16 leaders, ranging from a high of 4.56 to a low of 3.08.
  2. There also is a very large range in leadership effectiveness by department, ranging from a high of 4.48 to a low of 3.08.
  3. Not shown here, there is a very large range of overall ratings by survey question.
  4. Reports identify the questions (leadership characteristics and competencies) and which leaders need to strengthen their effectiveness by taking personal action and by receiving help to become more effective leaders. Reports also identify training, development and coaching/mentoring needs for individual leaders and for groups of leaders.
  5. Follow-up surveys typically done within 3 – 12 months assess progress and for weaker leaders, whether they should continue in their current position.

About Howard Deutsch

Howard Deutsch is the CEO of Quantisoft, a New Jersey based full-service survey company conducting employee, organizational effectiveness, leadership feedback, customer satisfaction, IT customer satisfaction, enterprise risk and other types of customized surveys since 1999. Howard has extensive senior line management, internal and external consulting experience in many industries. He has a B.S. in Industrial Engineering from Rensselaer Polytechnic Institute and an MBA in Finance from St. John's University. He was an adjunct faculty member for several years at the Seton Hall University School of Business.
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