In a 360 Feedback questionnaire, questions (often representing 'behaviors') are typically grouped into a wider area (often representing a 'competency').

For example:

Competency: Leadership

  • Behavior: Develops effective short- and long-term strategy

  • Behavior: Motivates and inspires others

  • Behavior: Makes a positive impact through influencing others

  • Behavior: Willing to take risks, having considered the likelihood, impact, and opportunities for mitigation

We support this grouping in our questionnaire. The appendix of the feedback report shows the results broken down first by each section/competency, and then by each question/behavior. You can find a sample report here.

Some 360 Feedback tools also provide a graph that takes the average score for each competency/section and then ranks these. We do not include this. When designing our feedback report, we found that it was more important to focus on the individual behaviors, so including a prioritized list of overall competency areas was a distraction to this.

As an example of why this is the case, imagine someone who is great at developing strategy but terrible at motivating others. It's much more useful to see that this is the case ('OK - I need to focus on how to motivate the team!') rather than seeing that, overall, your leadership skills are OK.

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