MOR Leadership 360° Frequently Asked Questions

A 360° survey is a feedback tool designed to promote self-awareness and continuous learning by providing an individual with valuable insights about how others perceive their strengths and areas of opportunity. 

The 360° feedback process solicits input from an individual’s peers and teams, including managers, colleagues, direct reports, and “others.” Respondents are asked to share feedback on a variety of competencies critical to effective leadership. The survey subject will also complete a self-assessment as part of the process. 

MOR coaches help participants interpret their survey results in one-to-one debriefs.

No, it is NOT a performance review tool. It is a personal development tool.

A 360° feedback request takes approximately 15 minutes to complete. It does not need to be completed in one sitting.

While not completely anonymous, the survey is confidential.

360° ratings and comments are reported without name or title, categorized only by relationship to the assessed participant. Exceptions include self and primary manager submissions. For the purposes of sending reminders and preparing reports, MOR Associates tracks respondents who have and have not completed feedback requests; these statuses are not shared with anyone beyond the designated MOR administrator. 

Yes. Your relationship designation is shown on the first page of the survey before any answers are recorded.

Every effort is taken to ensure responses are confidential. The rules for text comments and ratings are as follows:

Text Comments

Typically, text comments are reported verbatim, with no effort made to filter or edit them. If your writing style is unique, you should assume that your comments will be identifiable by the assessed participant.

• Primary Manager comments are reported separately, with attribution, and are therefore always identifiable.
• Comments from Other Managers are pooled separately and are not attributed. These answers may be identifiable if only one Other Manager responds.
• Direct Reports, Colleagues, and Others are all pooled together and presented unattributed in alphabetical order by the first word of the comment.

Ratings

• Primary Manager ratings are reported separately and are therefore always identifiable.
• Other Manager ratings may be identifiable if only one Other Manager responds.
• Direct Report ratings are pooled together. If only one or two Direct Reports are invited, their responses are automatically pooled with Colleagues. If at least three Direct Reports are invited but only one responds, that Direct Report’s ratings are pooled with Colleagues.
• Other ratings are pooled together. There are always at least five Others invited. If only one responds, that Other’s ratings are pooled with Colleagues.
• Ratings from Colleagues are pooled together. There are always at least five Colleagues invited, and as noted above, the pool of Colleague responses may include Direct Reports and Others. If the end result is that there is only one Colleague response, Colleague ratings will not be reported out at all. This almost never happens.

Only the assessed individual and their assigned MOR coach or facilitator will see their report. The participant may choose to share their report.

360° Survey data may be used to provide other assessment-related services, such as aggregate reporting. It may also be used in aggregate form to conduct research and calculate normative benchmarks. When using information for these purposes, MOR will not identify individual participants, assessment respondents, or client institutions unless MOR has obtained appropriate permission. 

For more detail, please see the MOR Associates Privacy Policy.

MOR coaches and facilitators help individuals interpret the results through a constructive lens and ensure that the 360° fulfills its purpose as a personal development tool.

MOR coaches and facilitators are thoughtful, capable leaders. They bring insight and experience to their work with participants.

360° participants are typically responsible for identifying the people they would like to receive feedback from. On rare occasions, sponsoring organizations provide the list of possible respondents. Regardless of who provides the list, there are typical categorizations of respondents and associated minimums and maximums for each.

Additional categories of respondents can be created based on input from the sponsoring organization. Maximum category sizes can also be adjusted. 

If you are relatively new to your current job, it is okay to name other managers, direct reports, and colleagues from your previous job, but you still need to name your current Primary Manager and Direct Reports.

You should feel free to include colleagues from any walk of life that you have worked with that can offer you meaningful feedback. That could include people from previous jobs, from different work organizations, and from volunteer work or other endeavors.

If the survey has been configured to allow it, an individual’s respondent list is made visible to the individual’s Primary Manager, who has the option of adding Colleagues. Participants are notified up front if this is the case, and they are notified again if their Primary Manager adds any Colleagues.

Write to [email protected] with any further questions.

“Sample text” for a personal invitation follows below. Modify it as needed to suit your situation.

Subject: Dear {Respondent} – I’m Asking for Feedback

Dear {Respondent},

I am participating in a professional development opportunity with MOR Associates that involves a 360° survey. Designed to help me evaluate my capabilities, the survey asks that I provide the names of individuals who can offer me feedback. I have identified you as one of these valuable respondents. I’m hoping you will be kind enough to answer a survey invitation from MOR; it takes approximately 15 minutes to complete. Please ensure that your email filters and parameters allow messages from [email protected]. 

MOR is an outside consulting firm, and unless you are responding as my immediate manager, I will not see individual responses; the survey is entirely confidential. If you are unable to respond to the survey, please let me know so I can plan accordingly. Thank you for your time and consideration, and I value your candid feedback.

Sincerely,
{Participant/Your Name}

NOT in Liam and Nancy’s doc but was in the orinigal

Subject: MOR Leadership 360 Survey about FirstName LastName — Please respond by Month, Day, Year

Dear FirstName,

We were provided your name by Participant as someone we should invite to a brief online survey about their capabilities. You are invited to contact them to verify the legitimacy of this invitation if you like.

Further below you will find a link to the online survey. It will be open through Month Day, Year. We will be sending out occasional automated reminders as needed, but it would be helpful if you could respond at your earliest convenience.

All responses will be confidential. Ratings will only be reported by role, e.g., manager, colleague, direct report, etc.

Here is the link to your portal, where you’ll find the survey and any other surveys you have a role in:

     https://portal.morassociates.com/login-lp/…

Note that everyone’s survey portal is behind a password-protected login screen.  The first time you use our system you’ll be asked to create a password on the way in.  The password will be used again if you come back in to change your answers or are asked to do surveys for other people.

Thank you for your attention to this. We will be happy to answer any questions you may have. We can be reached at help@ morassociates.com.

The MOR Team