Sample report — 13 anonymous respondents — generated by 360review
Feedback indicates a solid foundation in team leadership and a positive work culture, with room for improvement in communication and delegation. Lina enjoys broad trust and is valued for shielding the team from noise, but the data reveals a significant perception gap in strategic communication and role clarity.
Strengths
Growth Areas
"I have total confidence that Lina has my back."
“How likely are you to recommend working on a team or project led by Lina?”
The Mirror Model
Self-assessment versus peer feedback on a scale of 1–6
Biggest Blind Spots
Openness (gap: 2.8); Lina self-rates highly on welcoming disagreement, but respondents report a very different experience. This is the largest gap in the assessment and should be addressed immediately.
Integrity (gap: 1.2); There is a notable discrepancy between Lina's self-perception of follow-through and the team's experience. Committing to external stakeholders without checking capacity with the team may be a contributing factor.
Qualitative Feedback
AI Analysis
Communication
The most frequently mentioned theme. Respondents want more transparency around decision-making processes, earlier notice of changes, and written summaries after important conversations. The gap between intention and actual experience is real.
Trust and Safety
Lina scores highest here. The team experiences psychological safety and feels genuinely cared for. This is a solid foundation to build on; and a reason why candid feedback was given so freely in this assessment.
Delegation
Multiple respondents expressed readiness for more ownership. Lina's tendency to take on work alone; even if well-intentioned; may limit the team's development and create fragile dependencies.
“Send a brief summary after decisions.”
Communication“Be clearer from the start about what's an 'order'.”
Communication“I never know where decisions come from; more transparency would help.”
Communication“She genuinely cares about my development. That means more than any process.”
Trust and Safety“Give us more ownership. We're ready for it.”
DelegationThe Way Forward
After every significant decision this week, send a 3-line message to the team: what was decided, why, and what it means for them. Track how many you send. Aim for at least three.
Schedule a recurring 30-minute 1-on-1 with each direct report. Create a shared running doc for each. Start the first session by asking: 'What is one thing I could do differently this week?'
Practice a two-minute rule: when a team member brings a problem, listen and ask at least two clarifying questions before offering any solution. Note each time you catch yourself jumping ahead.
After every team meeting, post a brief written summary within 24 hours: key decisions, open questions, and next steps with owners. Keep it under 10 lines.
Identify one responsibility you currently own that a team member could grow into. Hand it over with written context, clear success criteria, and a check-in date two weeks out.
Audit the meetings you rescheduled in the past month. Commit to zero reschedules this week. If a conflict arises, send a delegate or async update instead. Reliability is the fastest path to trust.
Before saying yes to any new project or request, pause and check your team's actual bandwidth. Practice the phrase: 'Let me check capacity and get back to you by end of day.'
In at least two decisions this week, share the trade-offs you considered and why you chose this path, even when the reasoning feels obvious. Openness closes the gap between intent and perception.
Check in on the responsibility you delegated in Week 5. Assess progress, provide feedback, and identify a second task to hand off. The goal is two delegated responsibilities running by week 10.
Give one piece of specific, behavior-based feedback to a different team member each day this week, positive or constructive. Use the SBI model: Situation, Behavior, Impact.
Run a lightweight 3-question anonymous check-in with your team: Do you understand the reasoning behind recent decisions? Do you feel comfortable raising concerns? Is workload manageable?
Review your progress across all 12 weeks. Write down which two habits had the most impact and commit to continuing them permanently. Share one insight from this journey with your team.
Feedback is a gift. What you do with it shapes your future.
This report was generated using Zero Data Retention (ZDR). Your responses were processed and then permanently deleted. No data was used to train AI models.