LinkedIn 360 Facilitation Deck for Kickoff Meeting

1. LinkedIn
Leadership 360
Kickoff Session

2. LinkedIn Leadership 360
What is it?
The LinkedIn Leadership 360 is a developmental learning tool designed to help LinkedIn’s leaders
become “world class” by improving specific leadership strengths from good to great. Individual
development plans are created based on feedback from the leaders’ manager(s), peers, direct
reports, and cross-team partners.
Who it is for? Senior Leaders (Directors +)
What is the objective? To obtain insights about one’s leadership strengths and identify a focus for
growth, development and transformation. To better understand perceptions of others in order to be
a better leader for those around you.
What is the time commitment? 2 hours of Leader’s time + 10 minutes per rater. From start to
finish, the process takes about 6 weeks.
Enterprise Solution, Senior Leaders

3. 3
LinkedIn Leadership 360 - Core Characteristics
Why is it important?
The assessment is based on 5 Leadership Characteristics which are deeply embedded in
LinkedIn’s unique culture. The focused transformation of our leaders is necessary to realizing our
collective vision of economic opportunity and is valuable to the leaders both here at LinkedIn and
in their next play.

4. This is a great tool - it gives my team a quick way to
provide feedback on my performance - and provides
me with new insights about my professional brand
and leadership style.
4
Amy Parnell, Sr. Director, UX Design

5. For me, the opportunity to participate in our LinkedIn
Leadership 360 is a powerful way of obtaining
impactful and valuable feedback. You can build out
your personal Leadership Development Plan to
continue in your transformation of self.
5
Ed McConville, Director, Learning & Development

6. 6
The Latest Leadership Research
Empirical research has shown that the best leaders in the world are not exceptional at every aspect of
leadership. Rather, they are world class at 3-5 top strengths.

7. 7

8. 8
What is a 360-degree assessment?

9. The process takes 6 weeks up to the creation of the Leadership Development Plan
How does it work?
You are here

10. 10
Confidentiality of Assessment
Before launching the survey, HRBPs must
decide with Leaders who their 360 report data
will be shared with*
*Note: while the LL360 is a development tool, giving your Manager access to your
data could indirectly influence performance feedback
360 Report
It is the participant’s responsibility to share the
Development Plan with their manager
Sharing with their manager helps the manager support
the leader in their goals and ensures alignment
Development Plan

11. 11
LinkedIn Leadership 360 Rater Selection
You
Self Assessment
Good to Have
Great to Have
Must Haves
● Manager
● Direct Reports
● Peers/Teammates
● Colleagues w/in
Function
● Cross-team Partners
from other Functions
● Internal Clients
● Manager’s Manager
Best Practices:
● 4+ raters in each group (at least 3 per group must complete the survey for anonymity)
● Choose raters who know you well and will provide open, honest & constructive feedback

12. Next steps for you:
• Decide with your HRBP who will have access to your 360 report
• Confirm and submit your rater list to your HRBP
• Visit go/leadership360 for more information or contact your HRBP or ld-
assessments@linkedin.com if you have questions

13. Appendix

14. • We are currently collecting the data necessary to conduct the formal validity study and
establish a LinkedIn-specific benchmark
• In the meantime, we are fully confident our survey is valid:
The survey items were created in consultation with The Zenger Folkman Company - the
best and longest standing leadership 360 companies in the world
We conducted a factor analysis to validate the relevancy and structure of our Great
Leadership Characteristics utilizing the largest 360 leadership dataset on the planet
Are the tool and the 360 report valid?

15. Next steps for Director + Development at LinkedIn…
• When we have completed our LinkedIn Leadership 360 benchmark, we can use
this collective data to ascertain learning needs for Director + population in the
future.
• The may include: Point solutions / modules for specific gaps and opportunities
Executive Coaching, Intact leader-led sessions to meet business needs, or
Business simulations.