360 Leadership Assessment
This comprehensive 360 Leadership Assessment provides a structured framework for evaluating how leaders and management apprentices conduct coaching conversations with their direct reports. The assessment ensures that all action plans developed during coaching sessions meet S.M.A.R.T. criteria (Specific, Measurable, Achievable, Relevant, Time-bound). Observe the complete coaching journey — from initial preparation through root cause analysis, collaborative action planning, and session conclusion. Capture detailed recommendations and leverage the scoring functionality to track coaching effectiveness over time, identify recurring gaps, and support the continuous growth and development of every leader.
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How to Use This Checklist
- Before the session: complete the preparation checks: did the leader review recent performance data (metric trends, customer satisfaction surveys, quality evaluations, escalated cases) and examine multiple employee interactions such as calls, tickets, emails, or chats?
- During the opening: check that the leader greeted the employee in a human-centered way and clearly stated the purpose, goals, and expectations of the discussion.
- During the discussion: confirm that the leader and employee jointly reviewed a specific recorded interaction, agreed on what went well, examined areas for improvement, and pinpointed observable behavioral patterns behind the performance gap.
- For root cause analysis: verify that the leader used the '5 Whys' method and guided the employee to reflect on the impact of current behavior on customers and on their own personal and professional outcomes.
- **For action planning**, check that the employee proposed steps to address the root cause, that the leader and employee defined specific measurable actions against performance standards, and that the employee evaluated them against the S.M.A.R.T. framework (Specific, Measurable, Achievable, Relevant, Time-bound).
- **Before closing**, confirm the leader asked about needed support and resources, had the employee summarize key takeaways and confirm next steps, scheduled an interim check-in, set a definitive follow-up date, and invited any remaining questions or concerns.
- **After the session**, record the coaching effectiveness rating (1–10), the employee engagement and participation level (1–10), the overall session score (out of 100), and note the leader's key strengths, areas for improvement, and actionable recommendations.
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What the 360 Leadership Assessment is
The 360 Leadership Assessment is a structured framework for observing and scoring how leaders and management apprentices conduct coaching conversations with their direct reports. It follows the complete coaching journey, from preparation through root cause analysis and collaborative action planning to the conclusion of the session, and it verifies that every action plan produced meets S.M.A.R.T. criteria: Specific, Measurable, Achievable, Relevant, and Time-bound.
Why it matters
Coaching conversations only change behavior when they are grounded in real examples, guided toward root causes, and closed with commitments the employee owns. By capturing whether the leader prepared with actual performance data and reviewed a specific recorded interaction, the assessment keeps discussions anchored in observable facts rather than impressions. By checking that the employee helped define the action plan and confirmed measurable success criteria, it protects against plans that sound good in the room but go nowhere. And by prompting the leader to establish an interim check-in and a definitive follow-up date, it gives the employee a clear path to sustain the agreed change.
What a strong coaching session covers
- **Preparation**: reviewing recent performance data such as metric trends, customer satisfaction surveys, quality evaluations, and escalated cases, and examining several employee interactions — calls, tickets, emails, or chats. - **Getting started**: a personal greeting followed by a clear statement of the session's purpose, goals, and expectations. - **Calibration**: jointly reviewing a specific recorded interaction, agreeing on what went well, examining areas for improvement, and pinpointing observable behavioral patterns behind the performance gap. - **Root cause analysis**: using the '5 Whys' method and helping the employee consider the effects of current behavior on the customer experience and on their own development. - **Action planning**: having the employee propose actionable steps, defining specific actions against agreed standards, and testing them against the S.M.A.R.T. framework. - **Follow-up**: asking what support and resources the employee needs, having them summarize takeaways, scheduling an interim check-in, and setting a firm date and time for the next session.
Score sheet
Preparation, discussion, and follow-up items are answered Yes, No, or N/A. The closing section captures three numeric judgments: > **Overall coaching effectiveness** — 1 (Needs Significant Improvement) to 10 (Exceptional) > > **Employee engagement and participation level** — 1 (Disengaged) to 10 (Highly Engaged) > > **Overall coaching session score** — out of 100 The observer also records the leader's key strengths, specific areas for improvement, and actionable recommendations, and signs the completed assessment.
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