A 360 assessment provides the complete picture that traditional reviews miss. By gathering feedback from multiple perspectives, you uncover blind spots, validate strengths, and identify specific development opportunities. Talkpoint's 360 assessment approach goes beyond data collection. Each response generates category scores across competencies like leadership, communication, and collaboration. AI-powered insights translate feedback patterns into concrete talking points for development conversations. The result is a 360 assessment process that actually drives growth, not just paperwork. Whether you're an HR leader, executive coach, or leadership development professional, structured 360 assessments create the foundation for meaningful change.
Template questions (preview)
A sample of the questions included in 360-Degree Feedback Scan. Use this template as a starting point, then customise it to your workflow.
Leadership
The individual's ability to set direction, inspire others, and drive results. High scores indicate strong strategic vision and influence; lower scores may reveal gaps in decision-making, delegation, or motivational skills. Compare self-assessment to peer/manager ratings to identify blind spots in leadership self-perception.
- •Sets a clear direction and communicates vision effectively
- •Makes timely decisions, even with incomplete information
- •Empowers others and delegates appropriately
- •Inspires and motivates the team toward goals
Showing 4 of 6 questions in this section.
Communication
Effectiveness in listening, articulating ideas, and ensuring messages are understood. High scores reflect clear, empathetic communication; lower scores suggest issues with clarity, frequency, or active listening. Communication gaps often underpin other performance issues and are highly coachable.
- •Listens actively and shows genuine interest in others' perspectives
- •Communicates ideas clearly and concisely
- •Provides regular, constructive feedback
- •Keeps stakeholders appropriately informed
Showing 4 of 5 questions in this section.
Collaboration
How well the individual works with others, builds relationships, and contributes to team success. High scores indicate a team player who enhances group performance; lower scores may reveal silos, conflict patterns, or reluctance to share credit. Collaboration issues significantly impact team morale.
- •Builds positive working relationships across teams
- •Contributes constructively in group settings
- •Shares credit and celebrates team successes
- •Resolves conflicts constructively
Showing 4 of 5 questions in this section.
Results Orientation
Focus on achieving objectives, meeting deadlines, and delivering quality outcomes. High scores indicate reliable execution and accountability; lower scores suggest prioritisation issues, missed commitments, or quality concerns. This category directly impacts organisational performance and trust.
- •Consistently delivers on commitments
- •Maintains high standards of quality
- •Manages priorities effectively
- •Takes ownership and accountability for outcomes
Showing 4 of 5 questions in this section.
Want the full template? Start a scan and you can edit every question.
How it works
From scan to conversation in three simple steps
Build your 360 assessment
Define competencies and behaviours to assess. Organise questions by category—leadership, communication, collaboration, results orientation.
Collect multi-rater feedback
Distribute to managers, peers, direct reports, and the individual themselves. Respondents complete the 360 assessment confidentially.
Review insights and act
See category scores by rater group. Use AI-generated talking points to guide productive development conversations.
What you get
Everything you need to start better sales conversations
Multi-perspective scoring
Compare ratings from managers, peers, and direct reports. Identify gaps between self-perception and how others see performance.
Category-based insights
Visual breakdowns show strengths and development areas across each competency you define.
AI development talking points
Conversation starters for managers and coaches, tailored to the specific feedback patterns in each 360 assessment.
Branded PDF reports
Professional 360 assessment reports you can share with the individual or include in development files.
Results dashboard
Track all 360 assessments in one place. Compare results over time to measure development progress.
Confidential collection
Respondents submit feedback anonymously, encouraging honest and constructive input.
When to use this
Common scenarios where this approach adds value
Leadership development programmes
Establish baseline competencies and track growth throughout development initiatives.
Annual performance reviews
Supplement manager evaluations with peer and direct report perspectives for a fuller picture.
Executive coaching engagements
Gather stakeholder feedback to inform coaching priorities and measure progress.
Promotion readiness assessment
Evaluate whether candidates demonstrate the competencies required for the next level.
Example talking points
AI-generated conversation starters based on scan responses
- 1Your team rates your communication clarity highly, but peers note opportunities to share information earlier in projects.
- 2Direct reports feel empowered and trusted—this is a strength to leverage. Consider how to extend this to cross-functional relationships.
- 3There's a gap between your self-rating on delegation and how your team perceives it. Let's explore specific situations.
- 4Feedback highlights your strong results orientation. The development opportunity is balancing urgency with team sustainability.