Strategic Focus Competency Questionnaire E
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HR-Survey > 360-Degree Feedback > Competency Model > Strategic Focus Skills
Strategic Focus - 360 Degree Feedback Survey Sample #14
360 Feedback Survey 2025
Instructions
Questionnaires Measuring Strategic Focus:
Our company is excited to introduce a new web-based survey tool Survey 1 (4-point scale; Competency Comments)
designed to gather comprehensive feedback on core competencies Survey 2 (4-point scale; Competency Comments)
and role responsibilities critical to the ongoing success of our Survey 3 (5-point scale; Competency Comments)
organization. The Leadership Team Members have unanimously Survey 4 (5-point scale; radio buttons)
agreed to participate in this initiative and are actively seeking your Survey 5 (4-point scale; words)
valuable feedback. Survey 6 (4-point scale; words)
Survey 7 (5-point scale; competency comments; N/A)
In this context, you have been specifically selected to provide Survey 8 (3-point scale; Agree/Disagree words; N/A)
insights on the manager listed above. Your feedback is a crucial Survey 9 (3-point scale; Strength/Development; N/A)
component of our company's leadership development process. This Survey 10 (Comment boxes only)
tool is intended to capture broad and detailed feedback on the Survey 11 (Single rating per competency)
essential competencies and responsibilities that underpin our Survey 12 (Slide-bar scale)
organization's sustained success and growth. Survey 13 (4-point scale; numbers; floating anchors)
Survey 14 (4-point scale; N/A)
Your thoughtful and candid responses will play a significant role in
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 Strategic Focus, Administrative Skill, Action, Continual
and presented to guide them in their on-going development. Learning, Management, Problem Solving, Change
Comments will be shared anonymously, as written, with the Management,
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
Strategic Focus Improvement Development Expected for Others Know
1. Makes sure employees understand the strategy and
goals.
2. Makes strategic decisions that take into account a
dynamic situation.
3. Develops strategies to effectively use company
resources and exploit potential opportunities.
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4. Successfully implements a strategic plan.
5. Is effective in using strategic tools such as value chain
analysis, business environment analysis, and competitor
analysis.
6. Reinforces the strategic messaging in various teams,
meetings, seminars and workshops.
7. Effective in strategy formulation and execution.
8. Understands how to achieve strategic financial
objectives.
9. Identifies sources for developing a global competitive
advantage for the company.
If [Participant Name] were to make improvements in Strategic Focus, what are your suggestions for how he/she can improve
this?
Could Benefit Performs Is a
Needs from as Role Model Don't
Administrative Skill Improvement Development Expected for Others Know
10. Takes time to grasp the points being made, and ensures
individuals feel heard.
11. Ensures adequate supply levels by monitoring inventory
and placing orders when necessary.
12. Researches travel options finding the most cost-
effective or time-efficient transportation methods, such
as flights, trains, or car rentals.
13. Identifies complex problems and reviews related
information to develop and evaluate options and
implement solutions.
14. Takes responsibility for decisions.
15. Prepares and organizes presentations.
If [Participant Name] were to make improvements in Administrative Skill, 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
Action Improvement Development Expected for Others Know
16. Will take action to address a problem rather than to
wait to confer with others about the situation.
17. Changes course to meet the needs of a new situation.
18. Is the first to volunteer for assignments.
19. Identifies opportunities for improvement before there
is a problem.
20. Does whatever it takes (within reason) to get the job
done.
21. Is decisive when making decisions.
If [Participant Name] were to make improvements in Action, what are your suggestions for how he/she can improve this?
Could Benefit Performs Is a
Needs from as Role Model Don't
Continual Learning Improvement Development Expected for Others Know
22. Improves on their skill sets.
23. Grasps new ideas, concepts, technical, or business
knowledge.
24. Sets relevant learning objectives and goals.
25. Is open to new ideas and concepts.
26. Pursues professional development opportunities when
they arise.
27. Pursues learning that will enhance job performance.
If [Participant Name] were to make improvements in Continual Learning, what are your suggestions for how he/she can
improve this?
Could Benefit Performs Is a
Needs from as Role Model Don't
Management Improvement Development Expected for Others Know
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28. Is ready to offer help
29. Conducts a risk assessment to aid in making critical
decisions concerning the allocation of available
resources.
30. Monitors the effectiveness of resource allocation
decisions and makes adjustments as needed.
31. Ensures employees understand their roles,
responsibilities, and how their work contributes to team
goals.
32. Develops more efficient resource distribution channels,
increasing transparency, and reducing costs.
33. Links recognition to the completion of specific
departmental objectives.
If [Participant Name] were to make improvements in Management, what are your suggestions for how he/she can improve
this?
Could Benefit Performs Is a
Needs from as Role Model Don't
Problem Solving Improvement Development Expected for Others Know
34. Implements effective solutions to critical problems.
35. Brings together individuals with different backgrounds,
skills, and viewpoints, brainstorming harnesses a wide
range of insights.
36. Communicates goals and the present situation to
ensure everyone understands the problem.
37. Solves problems that have difficult or conflicting
constraints.
38. Adapts to different problems by applying a wide range
of strategies and techniques.
39. Works diligently until the problem is solved.
If [Participant Name] were to make improvements in Problem Solving, 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
Change Management Improvement Development Expected for Others Know
40. Helps teams and department overcome hurdles to
achieving necessary changes.
41. Clearly explains what changes are needed.
42. Reduces anxiety in the team/department to changes.
43. Assesses market trends to determine the changes
needed to maintain profitability.
44. Develops a strategy for implementing changes.
45. Mobilizes resources needed to implement the changes.
If [Participant Name] were to make improvements in Change Management, 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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