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• Any individual who has direct reports (manages people).
• It should ideally be completed from a 360 degree perspective, that is, a senior, peers and subordinates.
• The individual under review should complete the survey as a self assessmen.

Purpose of Survey
This survey enables individual leaders to gain real feedback from their colleagues on their performance as a manager. The tool asks respondents to rate the individual manager on a selection of skills and capabilities that are crucial to a leadership role. This method has been used in organizations for a period of time and its usefulness and applicability in the workplace is well received. 360 degree assessments are an invaluable tool in assisting managers reflect on their personal areas of strength and development without undergoing a psychometric assessment or an assessment centre. It also assists managers in isolating where, from a relationship and perception point of view, he / she should focus for further development.

Key Questions answered from the Survey

1. What are the individuals strengths and development areas with respect to managerial competencies?
2. Which group of competencies are my strengths?
3. Where should I focus my development?
4. Which group/ individuals rating me are perceiving me to be more competent than the other ratees?
5. Which group/ individuals rating me are perceiving me to be less competent than the other ratees?
6. How accurate is my self-rating in comparison to the total rating of the whole 360?

When should you use this Survey

• At any time that a manager (as a leader, individual or as a subordinate) expresses the need to receive feedback with respect to the perception and /or relative effectiveness of him/herself as a manager.
• In a bi-annual or annual performance review period as part of the performance management process.
• When an individual is under-going coaching and you wish to determine which areas should be the focus.
• To measure the success of a developmental intervention as a pre-test and post-test measure.

Areas of Analysis
Personal Competencies
This area of the survey covers the competencies relating to self development orientation, initiative, tenacity and results orientation.

Thinking Competencies
The thinking competencies assessed are strategic agility, business acumen, problem analysis and judgement.

Leadership Competencies
Leadership is measured through the competencies of empowerment, people development, motivation of others and leading transformation.

Communication Competencies
Communication involves interactive reasoning, flexibility, personal impact and persuasiveness and courage and decisiveness.

Relationship Competencies
Relationship competencies include teamwork and partnering, customer and client orientation, managing diversity and relationship building.