By the 360Feedbacks team · Updated
1. Executive Summary
The first page answers the questions a busy leader asks first:
| Indicator | Result | What it means |
|---|---|---|
| 360 Leadership Score | 3.96 / 5 | Average of how others rate Jordan across 10 competencies |
| Top strength | Results orientation (4.5) | Highest-rated competency by others |
| Priority area | Feedback (3.5) | Lowest-rated competency by others |
| Blind spots | 2 | Competencies where Jordan’s self-rating is 0.5+ points higher than others’ ratings |
| Hidden strengths | 2 | Competencies where others rate Jordan 0.5+ points higher than the self-rating |
It closes with three priority actions — for Jordan: hold regular feedback conversations, practice structured conflict resolution, and use the strong results focus as a lever to model both.
2. Competency Profile
Scores from others (manager, peers, and direct reports), highest to lowest:
Green = strength · Amber = developing · Red = priority area
3. Results by Rater Group
The heatmap shows how each group sees each competency. Differences between groups are often the most useful insight — here, direct reports see Jordan's feedback habits as the weakest area.
| Competency | Self | Manager | Peers | Direct reports | Others avg. |
|---|---|---|---|---|---|
| Results orientation | 3.9 | 4.5 | 4.4 | 4.6 | 4.5 |
| Trust | 4.2 | 4.0 | 4.3 | 4.4 | 4.2 |
| Collaborative attitude | 3.6 | 4.5 | 4.4 | 4.3 | 4.4 |
| Valuing diversity | 4.0 | 4.0 | 4.1 | 4.2 | 4.1 |
| Transformational leadership | 4.1 | 3.8 | 4.0 | 4.1 | 4.0 |
| Interpersonal relationships | 4.0 | 4.0 | 3.9 | 4.0 | 4.0 |
| Flexibility | 3.8 | 3.5 | 3.9 | 3.8 | 3.7 |
| Resilience | 3.9 | 3.5 | 3.7 | 3.8 | 3.7 |
| Conflict resolution | 4.2 | 3.5 | 3.4 | 3.6 | 3.5 |
| Feedback | 4.4 | 3.5 | 3.6 | 3.4 | 3.5 |
4. Blind Spots and Hidden Strengths
The perception map compares self-ratings with how others see the leader. It is usually the section that sparks the most useful conversation.
Blind spots (self-rating higher than others)
- Conflict resolution: self 4.2 vs. others 3.5 (gap +0.7)
- Feedback: self 4.4 vs. others 3.5 (gap +0.9)
Hidden strengths (others rate higher than self)
- Results orientation: self 3.9 vs. others 4.5 (gap -0.6)
- Collaborative attitude: self 3.6 vs. others 4.4 (gap -0.8)
The report also includes a Self-Awareness Index (how closely self-ratings match others' ratings overall) and flags competencies where rater groups disagree strongly, so the leader knows which results are most reliable.
5. Anonymous Comments, Grouped by Theme
Open-ended answers are anonymized and grouped by theme with AI assistance. Examples from the fictional data:
| Theme | Mentioned by | Example comment |
|---|---|---|
| Strength — Reliable execution | 7 of 10 raters | “When Jordan commits to a deadline, the team knows it will happen.” |
| Strength — Supports the team | 5 of 10 raters | “Always jumps in when we are short-staffed on a shift.” |
| Opportunity — Feedback | 6 of 10 raters | “I rarely know how I’m doing until something goes wrong.” |
| Opportunity — Conflict | 4 of 10 raters | “Disagreements between shifts tend to get postponed instead of resolved.” |
6. Development Plan (30-60-90 Days)
Each report ends with a concrete plan built from the priority areas:
| Timeframe | Feedback | Conflict resolution |
|---|---|---|
| First 30 days | Schedule a 20-minute 1:1 with each direct report every two weeks | Name one recurring cross-shift tension and agree on a decision owner |
| 60 days | Use a simple “what went well / what to change” format in every 1:1 | Run one facilitated conversation using an agreed problem-solving format |
| 90 days | Ask the team for a quick pulse on feedback frequency and clarity | Review whether postponed decisions have dropped; adjust the approach |
What the Full PDF Includes
- Cover, introduction, and methodology (how scores and indexes are calculated)
- One-page executive summary with key findings and priority actions
- Competency summary and detailed results for every competency and question
- Executive dashboard: leadership score, perception map, heatmap by role, and competency traffic light
- Anonymous verbatim comments and AI-assisted theme analysis
- Individual development plan with 30-60-90 day actions, and an annex by competency
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Start Your Free 360 →Frequently Asked Questions
Is this a real report?
The structure, metrics, and section wording come from the real 360Feedbacks report. The person, company, scores, and comments shown here are fictional so no real participant data is published.
How long is a real 360 report?
It depends on the number of competencies and questions. A standard leadership template produces a detailed PDF with an executive summary up front, so leaders can start with one page and go deeper as needed.
Are comments shown word for word?
Comments are shown anonymously and grouped by theme. Results by rater group appear only when at least 3 people in that group responded, to protect anonymity.
Can the report be in Spanish?
Yes. Reports are available in English and Spanish.
Related Guides
Looking for questions to build your own survey? Start with our 360 feedback examples.