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HILCA 360 Degree Feedback Report
This report contains detailed feedback collected from the respondent and up to 10 colleagues as
part of the Health Industry Leadership Assessment.
The survey measured how the respondent and others perceive their leadership capability. HILCA
360 uses data to create insights to drive organisational clarity, focus, investment, change and
performance. It shines a spotlight on the most significant gaps for the individual and
organisational leadership capability by understanding the current and desired performance.
Disclaimer
The HILCA 360 questionnaire has been designed by Veraison to help partnering organisations It
is designed to increase your technical knowledge or understanding of management techniques
AND to also expand your understanding of yourself. Although the instrument, when analysed
indicated the sought-after qualities of validity and reliability, the absence of norming data makes
it unrealistic to make strong validation and reliability claims. Veraison is in the process of further
reliability, validity and norming testing. It is therefore recommended that the questionnaire is not
used outside the scope of its original design and specific intent. This report is for self-
development purposes only and should not be used for recruitment or promotion purposes.
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Your Results MM YYYY
This report brings together feedback given about you by:
Your view 1 response
Direct manager 1 response
Peers 4 responses
Direct reports 4 responses
Summary of top strengths and areas to improve
The goal of 360 degree feedback is for you to use the feedback for personal development, to help
you grow and achieve more in your career.
You were given feedback on 68 different areas. We recommend that you focus on your top
strengths and areas to improve, listed below.
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High Level Snapshot
The two blue fields in the High Level Snapshot below show all of the competencies you were
assessed against and the average scores, for each of the sub-domains, given by people
assessing you. One reflects your current score and the other reflects your desired score. Your
own current score is reflected by the orange dotted line.
The following Domain Detail snapshots will offer further feedback in detail within each of the
domains.
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Leads Self Detail Snapshot
The Leads Self Detail Snapshot below shows all of the competencies you were assessed against
and the average scores, for each question, within each of the sub-domains, that sit within the Self
Leadership domain, given by people assessing you (not including your own score).
What are your greatest opportunities to make a difference within the Leads Self domain?
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Engages Others Detail Snapshot
The Engages Others Detail Snapshot below shows all of the competencies you were assessed
against and the average scores, for each question, within each of the sub-domains, that sit within
the Engages Others domain, given by people assessing you (not including your own score).
What are your greatest opportunities to make a difference within the Engages Others domain?
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Achieves Outcomes Detail Snapshot
The Achieves Outcomes Detail Snapshot below shows all of the competencies you were
assessed against and the average scores, for each question, within each of the sub-domains, that
sit within the Achieves Outcomes domain, given by people assessing you (not including your own
score).
What are your greatest opportunities to make a difference within the Achieves Outcomes
domain?
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Shapes Systems Detail Snapshot
The Shapes Systems Detail Snapshot below shows all of the competencies you were assessed
against and the average scores, for each question, within each of the sub-domains, that sit within
the Shapes Systems domain, given by people assessing you (not including your own score).
What are your greatest opportunities to make a difference within the Shapes Systems domain?
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Drives Innovation Detail Snapshot
The Drives Innovation Detail Snapshot below shows all of the competencies you were assessed
against and the average scores, for each question, within each of the sub-domains, that sit within
the Drives Innovation domain, given by people assessing you (not including your own score).
What are your greatest opportunities to make a difference within the Drives Innovation domain?
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NSQHS Standards Detail Snapshot
The NSQHS Standards Detail Snapshot below shows all of the competencies you were assessed
against and the average scores, for each question, within each of the sub-domains, that sit within
the NSQHS Standards domain, given by people assessing you (not including your own score).
What are your greatest opportunities to make a difference within the NSQHS Standards domain?
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Your top strengths
“Playing to your strengths” is a great way to improve your performance. When you know what
your strengths are, you can look at ways of making better use of them, and consider developing
them further.
Your colleagues rated the areas below as your top strengths. Review whether you understand
and agree with your colleagues, or if there are any surprises to discuss with your manger.
We recommend you
focus on these top 5
strengths
You can review
the other areas to
see if there are
any surprises
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How different groups rated your top strengths
Different groups of colleagues may have different views on where your top strengths are. This
can help to explain why certain areas have come out top, and why others have not.
Compare the views below and think about why there are differences.
This column shows the average
score for current performance.
Note: We do not include your view
when calculating this average.
You can compare the
different views of
respondents below.
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Your top areas to improve
Your colleagues were asked to rate both your current and desired performance. The areas that
your colleagues think you would benefit most from improving are listed below.
Review if you agree with the areas below, or if there are any surprises to discuss with your
manager. You may wish to tackle one or more of these areas in your personal development plan.
These 5 areas
need the most
improvement.
You can review all of
the areas to see if
there are others you
wish to prioritise in
your personal
development plan
These areas need
less improvement
and should not be
your top priority.
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How Different groups rated your top areas to improve
Different groups of colleagues may have different views on which areas need most improvement.
This can help to explain why certain areas have come out top, and why others have not.
Compare the views below and think about why there are differences.
This column shows the average
amount of desired
improvement.
Note: We do not include your view
when calculating this average.
You can compare the
different views of
respondents below.
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Detailed Results
The detailed results give you a complete breakdown of the feedback given about you. To find
feedback on specific areas, use the index located at the end of this report.
What do the scores mean
For each area, each person gave you a score out of 5 for both your current performance and
desired performance. The meaning of each score is shown in the scale below:
The desired improvement is then calculated as the score for desired performance minus the
score for current performance. An average gap of 0 to 0.5 is considered small, a gap of 0.6 to 1.5
is considered medium, and a gap larger than 1.6 is considered large.
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1. Leads Self
Leaders are always a work in progress. They know their strengths and limitations and commit to
self-reflection and improvement. They understand and display self-awareness, self-regulation,
motivation, empathy, and social skill. They demonstrate integrity in their role and context and
show resilience in challenging situations.
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2. Engages Others
Leaders enable people to engage with a vision or goal through stories and explanations that
make sense of complexity. Leaders encourage others to see and accept opportunities to
contribute, learn and grow.
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3. Achieves outcomes
Leaders are people who work to make a difference. They set a direction that is inspiring and
motivating, they enable energy and effort to succeed, and they keep their eye on the goal. Health
leaders work with compassion to influence the quality of care and the sustainability of the
system.
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4. Shapes systems
Health is a complex evolving system where all the parts, including services, legislation and
funding, are interconnected. A change in one part has implications for the whole. Leaders who
recognise patterns of interdependency are able to explain trends and facilitate strategies that
achieve maximum benefits and minimise unintended harm or negative consequences.
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5. Drives Innovation
Innovation in health is not just for a new product. It includes fundamental changes to business
and models of care to achieve people-centred quality services. A key factor for successful
innovation is passionate leadership, without which the status quo cannot be challenged.
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6. NSQHS Standards
The National Safety and Quality Health Service (NSQHS) Standards provide a nationally
consistent statement of the level of care consumers can expect from health service
organisations. The NSQHS Standards were developed by the Commission in collaboration with
the Australian Government, states and territories, private sector providers, clinical experts,
patients and carers. The primary aims of the NSQHS Standards are to protect the public from
harm and to improve the quality of health service provision. The eight NSQHS Standards provide
a nationally consistent statement about the level of care consumers can expect from health
services.
