Leadership Feedback Questions: Assessing and Supporting Leaders - Part II

Part I presented a set of leadership feedback questions, and this part will provide the remaining questions, so keep reading.

Supervisors’ Competency-Based Feedback Questions to Managers

Supervisors' feedback on key competencies—like decision-making and strategic thinking—is vital for assessing a manager's alignment with organizational goals. So, these questions assess leadership skills from a supervisory perspective.

Competency	Supervisor Feedback
Communication	On a scale of 1 to 5, how effectively does the manager communicate organizational goals to their team? (1 = rarely communicates effectively; 5 = consistently communicates effectively) Which is the area where the manager could improve their communication skills?
Emotional Intelligence	On a scale of 1 to 5, how well does the manager handle stress and maintain composure under pressure? (1 = struggles significantly; 5 = excels consistently) Which aspect of emotional intelligence should the manager focus on developing?
Decision-Making	On a scale of 1 to 5, how proficient is the manager in making strategic decisions that align with company goals? (1 = rarely proficient; 5 = consistently proficient) Which area should the manager improve in their decision-making process?
Vision and Strategic Thinking	On a scale of 1 to 5, how effectively does the manager engage in strategic thinking and long-term planning? (1 = rarely engages; 5 = consistently engages) Suggest an area where the manager should enhance their strategic thinking skills.
Team Management	On a scale of 1 to 5, how well does the manager foster and maintain high-performing teams? (1 = struggle to do so; 5 = skilled at it) Suggest an area where the manager should improve their team management skills.
Client Focus	On a scale of 1 to 5, how adept is the manager at integrating client feedback into their work? (1 = rarely adept; 5 = consistently adept) Which area should the manager improve to better focus on client needs?

Team Feedback Questions for Managers

Team members can often provide valuable feedback to managers about team management. These questions gather insights on how managers support and develop their teams.

Competency	Team Feedback
Communication	On a scale of 1 to 5: How would you rate this manager's ability to share information and updates? (1 = rarely shares; 5 = consistently shares relevant updates) How effectively does the manager clarify expectations and provide feedback? (1 = often unclear; 5 = always clear and constructive) Describe a situation where the manager's clarifications positively impacted the team.
Emotional Intelligence	On a scale of 1 to 5, how well does this manager handle conflicts and maintain positive team dynamics? (1 = struggles significantly; 5 = excels at managing conflicts and fostering a positive environment) Describe a situation where the manager's EQ positively affected the team.
Decision-Making	On a scale of 1 to 5, how would you rate the manager's ability to explain the reasoning behind their decisions? (1 = rarely explains; 5 = always provides clear and logical explanations) Describe a situation where the manager made a decision that positively impacted the team.
Vision and Strategic Thinking	On a scale of 1 to 5, how effectively does the manager communicate the team's vision and strategic goals? (1 = struggles to clarify; 5 = articulates them clearly and accurately) Describe a situation where the manager's strategic thinking led to a successful outcome.
Team Management	On a scale of 1 to 5, how well does the manager manage the team's workload and resources? (1 = often mismanages; 5 = manages effectively and efficiently) Describe a situation where the manager successfully motivated the team.
Client Focus	On a scale of 1 to 5, how would you rate the manager's emphasis on promoting client satisfaction within the team? (1 = rarely prioritizes; 5 = consistently focuses on it) Describe a situation where the manager's focus on clients improved the team's performance.

Comprehensive Feedback Questions to Identify Emerging Leaders

Comprehensive feedback can ideally discover emerging leaders, as colleagues who work closely with them can share their opinions. These questions can reveal potential leadership qualities in individual contributors (ICs).

Self-Assessment Questions

Self-assessment questions encourage emerging leaders to reflect on their leadership abilities and potential. These questions focus on initiative, influence, and adaptability.

Assessment Questions

On a scale of 1 to 5

How would you rate your ability to take initiative? (1 = rarely; 5 = consistently).
How would you rate your ability to influence others? (1 = rarely influences; 5 = consistently influence others positively).
How would you rate your adaptability to changing priorities? (1 = struggles to adapt; 5 = excels at adapting).

Qualitative Questions

What motivates you to take on new responsibilities?
How do you handle setbacks or failures?
What leadership qualities do you believe you have?
Describe a situation where you took the initiative to solve a problem or complete a project.

Self-Assessment Questions

Peer Feedback Questions

Peers provide valuable insights into the emerging leader's collaboration, motivation, and problem-solving skills. These questions help identify potential leaders from a peer perspective.

Assessment Questions

On a scale of 1 to 5

How effectively does this employee collaborate with team members? (1 = rarely collaborates; 5 = consistently collaborates).
How would you rate this employee's ability to inspire and motivate others? (1 = rarely inspires; 5 = consistently inspires).
How would you assess this employee's problem-solving skills? (1 = struggles with problem-solving; 5 = highly skilled).

Qualitative Questions

Can you provide an example of a situation where this employee demonstrated strong leadership skills?
What strengths do you see in this employee that make them a good leader?
How does this employee handle difficult situations or conflicts?
Which areas should this employee improve upon to become a better leader?

Manager Feedback Questions

Managers’ feedback regarding emerging leaders’ potential, strategic thinking, and ability to handle responsibilities is crucial for identifying future leaders. These questions focus on assessing leadership potential from a managerial perspective.

Assessment Questions

On a scale of 1 to 5

How would you rate this employee's potential for leadership roles? (1 = low potential; 5 = high potential).
How effectively does this employee demonstrate strategic thinking? (1 = seldom demonstrates; 5 = consistently demonstrates).
How capable is this employee of handling increased responsibilities? (1 = struggles with responsibilities; 5 = excels at managing responsibilities).

Qualitative Questions

What leadership qualities have you observed in this employee?
How well does this employee align with the company's values and vision?
What areas should this employee focus on to enhance their leadership potential?
Describe a situation where this employee demonstrated strong decision-making skills.

Feedback Questions from Mentees and Junior Team Members

Emerging leaders often mentor junior team members, offering valuable insights into their leadership abilities. These questions gather feedback from those directly supported by the emerging leader.

Assessment Questions

On a scale of 1 to 5

How effective is this employee in communication? (1 = rarely effective; 5 = consistently effective).
How supportive is this employee in mentoring others? (1 = seldom supportive; 5 = consistently supportive).
How well does this employee lead by example? (1 = rarely a role model; 5 = consistently a role model).

Qualitative Questions

Can you describe a situation where this employee helped you or another team member succeed?
How does this employee handle feedback and constructive criticism?
What sets this employee apart from others in terms of leadership potential?
How does this employee contribute to creating a positive team environment?

Effective Leadership Feedback Best Practices

Apply best practices to create a robust performance management system that supports continuous leadership development and aligns with your organizational goals.

Set Clear Goals: Clarify the purpose of the feedback. Are you assessing leadership potential, current performance, or both?
Combine Assessment and Qualitative Questions: Combining both types of questions provides a balanced view of performance with specific improvement examples.
Limit the Number of Questions: Aim for a balanced total of up to 20 questions to ensure thorough feedback without overwhelming participants.
Regularly Review and Update: Keep feedback questions relevant and aligned with organizational objectives and leadership competencies.
Provide Training: Train participants on how to give and receive feedback effectively, focusing on actionable feedback that supports growth.
Follow-up on Feedback: Create action plans based on input received to address development areas and leverage strengths.
Encourage Self-Reflection: Give managers and emerging leaders time to reflect on feedback and develop improvement plans.

In Conclusion

Assessing leadership is a vital tool that supports leaders’ development and enhances their capabilities. Choosing balanced questions that address different competencies gives us valuable insights that boost performance and promote a collaborative, effective workplace.

The primary goal is to balance assessment and development in alignment with the organization’s vision and objectives. Consequently, leaders should regularly adopt these strategies and practices to ensure sustainable success that aligns with the organization's vision and future aspirations.

The last articles

Leadership Consultancy: Analysing 10 Common Tasks and Illustrative Examples

10 Benefits of Leadership Coaching for Organisations

Leadership Feedback Questions: Assessing and Supporting Leaders - Part I

How Mindfulness Affects Leading Skills?