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HR-Survey > 360-Degree Feedback > Competency Model > Change-Management Skills
Change Management - 360 Degree Feedback Survey Sample
#14
360 Feedback Survey 2025
Instructions
Questionnaires Measuring Change
Our company is excited to introduce a new web-based survey tool Management:
designed to gather comprehensive feedback on core competencies Survey 1 (4-point scale; Competency Comments)
and role responsibilities critical to the ongoing success of our Survey 2 (4-point scale; Competency Comments)
organization. The Leadership Team Members have unanimously Survey 3 (5-point scale; Competency Comments)
agreed to participate in this initiative and are actively seeking your Survey 4 (5-point scale; radio buttons)
valuable feedback. Survey 5 (4-point scale; words)
Survey 6 (4-point scale; words)
In this context, you have been specifically selected to provide Survey 7 (5-point scale; competency comments; N/A)
insights on the manager listed above. Your feedback is a crucial Survey 8 (3-point scale; Agree/Disagree words; N/A)
component of our company's leadership development process. This Survey 9 (3-point scale; Strength/Development; N/A)
tool is intended to capture broad and detailed feedback on the Survey 10 (Comment boxes only)
essential competencies and responsibilities that underpin our Survey 11 (Single rating per competency)
organization's sustained success and growth. Survey 12 (Slide-bar scale)
Survey 13 (4-point scale; numbers; floating anchors)
Your thoughtful and candid responses will play a significant role in Survey 14 (4-point scale; N/A)
guiding the professional development of our leadership team. By
reflecting on your experiences and interactions with the manager
over the past six to twelve months, you will help us identify strengths, areas for improvement, and opportunities for growth. Your
feedback will be combined with that of others and presented to the manager to support their ongoing development. Rest assured,
your comments will be shared anonymously, ensuring your privacy while contributing to a culture of continuous improvement and
excellence.
In responding to the assessment form, please think about your
experiences working with this individual during the last twelve (12) Competencies Included:
months. Your responses will be merged with other people's feedback Change Management, Objectives, Interpersonal Skills,
and presented to guide them in their on-going development. Collaboration, Accountability, Establishing
Comments will be shared anonymously, as written, with the Focus/Direction, Developing Others
manager, unless you indicate otherwise.
You are only being asked to rate 8 competencies. Each competency
will have a variety of statements that are grouped by 4 Performance Sample Result Document:
Levels. Click on the level that best describes this individual. Sample Results
Please ensure that your submission is made between November 3
and November 16.
Could Benefit Performs Is a
Needs from as Role Model Don't
Change Management Improvement Development Expected for Others Know
1. Creates a sense of urgency around the need for
changes.
2. Recognizes progress and achievements to reinforce
motivation and commitment to the change.
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3. Generates commitment to the changes through a
compelling vision for the future.
4. Is aware of changes in customer needs/demands.
5. Incentivizes changes to have a greater impact.
6. Monitors the change process.
7. Encourages managers to embrace the changes.
8. Leads a cross-functional team with employees from
different departments to implement changes.
9. Adjusts leadership approach to align with evolving
circumstances.
If [Participant Name] were to make improvements in Change Management, what are your suggestions for how he/she can
improve this?
Could Benefit Performs Is a
Needs from as Role Model Don't
Objectives Improvement Development Expected for Others Know
10. Establishes goals and objectives.
11. Effectively organizes resources and plans
12. Sets long-term and short-term goals.
13. Ability to establish realistic goals.
14. Assures [Company] principles are understood,
employed & pursued.
15. Able to organize work.
If [Participant Name] were to make improvements in Objectives, what are your suggestions for how he/she can improve this?
Could Benefit Performs Is a
Needs from as Role Model Don't
Interpersonal Skills Improvement Development Expected for Others Know
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16. Demonstrates compassion and understanding of
others.
17. Effectively manages conflicts by dealing with them
directly and immediately
18. Willing to overlook personal differences and focus on
completing the task at hand.
19. Maintains a high degree of honesty and integrity.
20. Shows appreciation for other's work.
21. Honest about owning up to mistakes made.
If [Participant Name] were to make improvements in Interpersonal Skills, what are your suggestions for how he/she can
improve this?
Could Benefit Performs Is a
Needs from as Role Model Don't
Collaboration Improvement Development Expected for Others Know
22. Encourages trust among committee members.
23. Values others in decision making.
24. Uses group decision making.
25. Ensures that all members are aligned and motivated,
contributing to a cohesive and productive team
dynamic.
26. Actively engages with team members to foster a
cooperative environment.
27. Respects individual differences that contribute to
solving problems.
If [Participant Name] were to make improvements in Collaboration, what are your suggestions for how he/she can improve
this?
Could Benefit Performs Is a
Needs from as Role Model Don't
Accountability Improvement Development Expected for Others Know
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28. Reviews performance to determine areas for
improvement.
29. Ensures that employee objectives are aligned with the
organization's objectives.
30. Works to achieve established goals.
31. Takes ownership of problems to find the best solutions.
32. Commits to leading the initiatives to solving critical
issues.
33. Exhibits a sense of ownership of the process.
If [Participant Name] were to make improvements in Accountability, what are your suggestions for how he/she can improve
this?
Could Benefit Performs Is a
Needs from as Role Model Don't
Establishing Focus/Direction Improvement Development Expected for Others Know
34. Provides strong direction to new employees and recent
transfers.
35. Outlines specific behaviors and outcomes that
constitute success in the role.
36. Expands employee focus from day-to-day tasks to
more strategic goals.
37. Articulates the goals, expected outcomes, and how the
goal contributes to the broader vision of the
organization.
38. Refines objectives to better align with the team's
strengths or organizational needs based on feedback
from team members.
39. Develops contingency plans to proactively address
potential risks.
If [Participant Name] were to make improvements in Establishing Focus/Direction, what are your suggestions for how
he/she can improve this?
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Could Benefit Performs Is a
Needs from as Role Model Don't
Developing Others Improvement Development Expected for Others Know
40. Is open to receiving feedback.
41. Sets performance objectives for subordinates that
encourages development opportunities.
42. Encourages employees through recognition of positive
changes in behavior.
43. Develops employees by offering and encouraging them
to take on new or additional responsibilities.
44. Tries to ensure employees are ready to move to the
next level.
45. Assesses employees' developmental needs.
If [Participant Name] were to make improvements in Developing Others, what are your suggestions for how he/she can
improve this?
46. Strengths
47. Areas for Development
48. Please give any final comments or suggestions for [Participant Name Here]'s assessment.
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