{"id":"360-feedback-template","name":"360-feedback-template","summary":"360度フィードバック調査を設計するか、構造化された360度フィードバックレポートを書く。360度フィードバックプロセスの作成、同僚への360度フィードバックの作成、フィードバック調査の作成、フィードバックレポートの作成などを依頼された際に活用してください。","body":"# 360-Degree Feedback Template Skill\n\nThis skill produces two outputs depending on what the user needs: (1) a complete 360 survey instrument for gathering feedback, or (2) a structured 360 feedback report written from gathered notes. Both outputs follow best practice: behaviourally anchored ratings, specific examples, and development-oriented framing.\n\n## Required Inputs\n\nAsk the user which output they need, then gather inputs:\n\n**For a survey instrument:**\n- **Role being reviewed** (job title and level)\n- **Competencies to assess** (or use defaults below)\n- **Reviewer relationships** (peer / direct report / manager / cross-functional)\n- **Rating scale preference** (1–5 / 1–4 / frequency-based)\n- **Anonymity level** (fully anonymous / attributed / confidential aggregated)\n\n**For a feedback report:**\n- **Person being reviewed** (role and level)\n- **Feedback notes or raw themes** from reviewers (paste what you have)\n- **Reviewer relationships** (how many peers, direct reports, managers responded)\n- **Any context** — performance cycle, specific behaviours to address, promotion consideration\n\n---\n\n## Output A: 360 Survey Instrument\n\n---\n\n# 360 Feedback Survey: [Role / Level]\n\n**Purpose:** This survey helps [Name / \"the reviewee\"] understand how their behaviours and impact are perceived by the people they work with most closely. Responses [are / are not] anonymous. Results will be shared as [individual responses / aggregated themes].\n\n**Instructions:** For each statement, rate how frequently you observe this behaviour. Add specific examples in the open-ended sections — these are the most valuable part of the survey.\n\n**Rating scale:**\n- **5 — Consistently:** Almost always demonstrates this behaviour, even in difficult situations\n- **4 — Usually:** Demonstrates this behaviour more often than not\n- **3 — Sometimes:** Demonstrates this behaviour inconsistently\n- **2 — Rarely:** Seldom demonstrates this behaviour\n- **1 — Not observed:** Have not had the opportunity to observe this behaviour\n\n---\n\n### Section 1: Delivery & Execution\n\n| Statement | Rating (1–5) |\n|---|---|\n| Delivers work on time and to the expected quality | |\n| Proactively flags risks and blockers before they become problems | |\n| Follows through on commitments without needing to be chased | |\n| Manages their workload effectively without compromising quality | |\n| Adapts quickly when priorities or requirements change | |\n\n**Open question:** Describe a specific time when [Name] handled a delivery challenge particularly well or poorly.\n\n---\n\n### Section 2: Communication & Collaboration\n\n| Statement | Rating (1–5) |\n|---|---|\n| Communicates clearly and concisely in both written and verbal formats | |\n| Listens actively and considers others' input before responding | |\n| Keeps the right people informed without over-communicating | |\n| Resolves disagreements constructively and without defensiveness | |\n| Makes it easy for others to collaborate with them | |\n\n**Open question:** Give an example of how [Name] handled a difficult or high-stakes communication.\n\n---\n\n### Section 3: Leadership & Influence\n\n| Statement | Rating (1–5) |\n|---|---|\n| Sets a clear direction that others can follow | |\n| Builds confidence and capability in people around them | |\n| Influences decisions without relying on authority | |\n| Gives clear, constructive feedback that helps others improve | |\n| Creates an environment where people feel safe to raise concerns | |\n\n**Open question:** Describe a situation where [Name]'s leadership had a notable positive or negative impact on the team.\n\n---\n\n### Section 4: Strategic Thinking\n\n| Statement | Rating (1–5) |\n|---|---|\n| Understands the broader business context, not just their immediate work | |\n| Makes connections between their work and organisational goals | |\n| Thinks ahead and anticipates second-order consequences | |\n| Brings original ideas or new approaches to problems | |\n| Balances short-term needs with longer-term thinking | |\n\n**Open question:** Give an example of [Name] demonstrating (or missing) strategic thinking.\n\n---\n\n### Section 5: Culture & Values\n\n| Statement | Rating (1–5) |\n|---|---|\n| Treats everyone with respect, regardless of level or background | |\n| Is someone people trust and can rely on | |\n| Gives credit to others and shares the spotlight | |\n| Takes responsibility for mistakes without placing blame | |\n| Contributes positively to team morale, especially under pressure | |\n\n**Open question:** How does [Name] embody (or not embody) the team's values in practice?\n\n---\n\n### Section 6: Overall & Development\n\n**Open questions (all reviewers):**\n\n1. What is [Name]'s single most important strength? Give a specific example.\n\n2. What is the one behaviour or habit that, if changed, would most increase [Name]'s effectiveness?\n\n3. Is there anything else you want [Name] to know? (This response will be shared directly.)\n\n---\n\n## Output B: 360 Feedback Report\n\n---\n\n# 360 Feedback Report: [Name] — [Role]\n\n**Review cycle:** [Quarter / Year / Promotion cycle]\n**Responses received:** [X total — X peers, X direct reports, X managers, X cross-functional]\n**Report prepared by:** [HR / People team / Manager / Coach]\n**Date:** [Date]\n\n> This report synthesises feedback from [X] reviewers. Open-ended responses have been lightly edited for clarity; no individual response is attributed to protect reviewer confidentiality. Direct quotes marked in *italics* appear verbatim.\n\n---\n\n### Executive Summary\n\n[3–4 sentences. State the overall picture: what is this person known for, what is working well, and what one or two areas are the consistent development themes. Balanced, honest, and grounded in the data — not a sanitised summary.]\n\n**Overall rating:** [X.X / 5.0 — above average / at level / below expectations for level]\n\n---\n\n### Strengths: What to Build On\n\n**Theme 1: [Strength — e.g. Reliability and follow-through]**\n\n[2–3 sentences synthesising the feedback evidence for this strength. Reference how many reviewers noted it and in what contexts.]\n\n*\"[Direct quote from reviewer that best illustrates this theme]\"*\n\n---\n\n**Theme 2: [Strength — e.g. Collaborative problem-solving]**\n\n[2–3 sentences synthesising evidence.]\n\n*\"[Direct quote]\"*\n\n---\n\n**Theme 3: [Strength — e.g. Clear communication under pressure]**\n\n[2–3 sentences synthesising evidence.]\n\n*\"[Direct quote]\"*\n\n---\n\n### Development Areas: What to Work On\n\n**Theme 1: [Development area — e.g. Giving timely upward feedback]**\n\n[2–3 sentences describing the behaviour pattern observed, what impact it has, and what different looks like. Non-blaming and specific.]\n\n*\"[Direct quote that captures the theme]\"*\n\n**Suggested actions:**\n- [Specific, observable behaviour change — e.g. In the next team meeting where you disagree with a decision, name your concern in the meeting rather than after it]\n- [Development resource or practice — e.g. Try the \"I notice / I wonder / I suggest\" framework for giving difficult feedback]\n\n---\n\n**Theme 2: [Development area — e.g. Strategic communication to leadership]**\n\n[2–3 sentences.]\n\n*\"[Direct quote]\"*\n\n**Suggested actions:**\n- [...]\n- [...]\n\n---\n\n### Ratings Summary\n\n| Competency | Average score | Range | Notable pattern |\n|---|---|---|---|\n| Delivery & Execution | [X.X] | [X–X] | [e.g. Consistently high; one outlier] |\n| Communication & Collaboration | [X.X] | [X–X] | [e.g. Peers score higher than direct reports] |\n| Leadership & Influence | [X.X] | [X–X] | [...] |\n| Strategic Thinking | [X.X] | [X–X] | [...] |\n| Culture & Values | [X.X] | [X–X] | [...] |\n| **Overall** | **[X.X]** | [X–X] | |\n\n**Score variance:** [Is there high agreement or wide spread across reviewers? High variance suggests the behaviour is context-dependent — explore when and with whom.]\n\n---\n\n### Direct Message from Reviewers\n\n[Include up to 3 unedited quotes from the \"Is there anything else you want [Name] to know?\" question. These are shared verbatim as agreed in the survey instructions.]\n\n*\"[Quote 1]\"*\n\n*\"[Quote 2]\"*\n\n*\"[Quote 3]\"*\n\n---\n\n### Recommended Focus for the Next 90 Days\n\n[1–2 specific, measurable development commitments. Written to be agreed in the feedback conversation — not prescriptive.]\n\n1. **[Behaviour to change]:** [What does success look like at 90 days? How will we measure it?]\n2. **[Skill to build]:** [What specific resource, practice, or support will help? Who will observe progress?]\n\n---\n\n## Quality Checks\n\n- [ ] Survey questions are behaviourally anchored — they describe observable actions, not attitudes\n- [ ] Open-ended questions ask for specific examples — not general impressions\n- [ ] Report strengths are backed by specific evidence, not generic praise\n- [ ] Development areas name the behaviour and its impact — not the person's character\n- [ ] Suggested actions are specific enough that the reviewee knows exactly what to do differently on Monday\n- [ ] Direct quotes are genuinely direct — not paraphrased into blandness\n\n## Anti-Patterns\n\n- [ ] Do not write survey questions that ask about personality traits rather than observable behaviours (\"is a good communicator\" vs \"communicates updates before deadlines\")\n- [ ] Do not write development feedback that names the person's character flaws instead of specific behaviours and their impact\n- [ ] Do not aggregate ratings without noting high-variance scores — a 2/5 and a 5/5 averaged to 3.5 hides a real signal\n- [ ] Do not include direct quotes in the report that could identify the reviewer in small teams — paraphrase or omit\n- [ ] Do not write suggested actions so vague they could apply to anyone (\"be more strategic\") — every suggestion must name a specific observable behaviour change\n\n## Example Trigger Phrases\n\n- \"Build a 360 feedback survey for a [role] at senior level\"\n- \"Write a 360 feedback report from these notes: [paste notes]\"\n- \"Design a 360 review template for engineering managers\"\n- \"Help me write constructive 360 feedback for my colleague [Name]\"\n- \"Create a peer feedback survey for our upcoming performance cycle\"","author":"@mohitagw15856","ownerProfile":null,"authorContacts":null,"sourceUrl":"https://github.com/mohitagw15856/pm-claude-skills/tree/main/exports/openclaw/360-feedback-template","license":"MIT","category":"writing","lang":"en","tokens":2231,"stars":0,"calls30d":2,"claimed":false,"visibility":"public","origin":"crawler","version":"0.1.0","createdAt":"2026-08-22","updatedAt":"2026-08-22","files":[],"requires":{"mcp":[],"tools":[]},"safety":{"flags":[],"scannedAt":"2026-08-22","hasScripts":false,"networkEndpoints":[]}}