Manager Assessment Tools | 360 Feedback

360 Degree Feedback Assessment for Managers

Manager View 360 was developed by Dr. Ken Nowack with Rockwell International at a time when there was great pressure to establish a definitive link between what is being measured and what is required on a job. This assessment is the result of extensive interviews and research by Dr. Nowack on the talents needed for success in frontline managerial and supervisor positions. It has been evaluated and found sound by the Center for Creative Leadership, and its extensive competency model continues to be popular worldwide over 30 years after its introduction.

Target:	Frontline managers and supervisors
Uses:	Manager View 360 is ideal for use in management coaching, supervisory training, management development programs, and to support the developmental section of corporate performance evaluation systems.
Languages:	Brazilian Portuguese Bulgarian Danish English (UK) English (US) French German Greek Hungarian Indonesian Italian Lithuanian Mandarin Polish Portuguese Serbian Spanish Swedish Turkish

Receive a Complimentary 360 Degree Feedback Assessment.

Here's a chance to try the power and ease of our consultant-friendly online assessments and scoring bureau services.

Competencies Measured:

Click on any of the competencies to see its definition

Communication Competencies

Listening
Listens and understands the verbal communications of others.
Two-Way Feedback
Keeps others informed in a timely manner.
Written Communication
Expresses written thoughts and ideas in a clear and concise manner.
Oral Communication
Conveys oral thoughts & ideas in a clear and concise manner.
Oral Presentation
Presents individual and organizational viewpoints to groups in a clear and persuasive manner.
Vision/ Goal Setting
Shares a common vision and develops strategic goals for the organization.

Performance Management Competencies

Planning/ Organizing
Sets realistic & measurable goals and allocates resources.
Delegation
Assigns work, clarifies expectations, and defines how individual performance will be measured.
Administrative Control/ Follow Up
Develops procedures to evaluate and monitor job activities and tasks on an on-going basis.
Performance Evaluation
Provides on-going feedback and conducts timely and effective performance reviews.
Performance Management
Provides others with regular and timely feedback on their performance and offers support when individuals are confronted with problems.
Recognizing/ Rewarding
Rewards and recognizes performance in a timely and appropriate manner.

Interpersonal Competencies

Team Development
Creates and develops motivated, cohesive, and high performance teams.
Interpersonal Sensitivity
Takes actions that demonstrate consideration for the feelings and needs of others.
Negotiation/ Conflict Management
Negotiates and effectively resolves interpersonal differences with others.
Coaching/ Employee Development
Attracts, develops and retains talent. Effectively coaches, trains and develops others.
Leadership/ Influence
Utilizes appropriate interpersonal styles and approaches in facilitating a group towards task achievement.
Employee Involvement
Involves employees in organizational planning, decision making and problem solving processes.

Problem Solving Competencies

Decisiveness/ Judgment
Makes high quality decisions when required.
Problem Analysis
Analyzes a situation, identifies alternative solutions, and develops specific actions.

Manager View Resources

Show Another Assessment

Or see how Momentor helps bring lasting behavior change.

Next: Goal Setting