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.
When will it be ready? 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. Create a focused and tangible Leadership Development Plan
Our objective for today...
You are here
4. 4
Review and Reconnect
What insights or observations have you had from your
360 feedback report?
What if any questions came up?
8. 8
What are your Sweet Spots or strategic development
opportunities?
Strength Passion
Business
Need
Sweet Spot
9. 9
Development Plan Actions - 3 Weeks
What actions will you take in the next 3 weeks to
develop your key area of focus?
What support do you need from your Manager
and HRBP to achieve these goals?
10. 10
Development Plan Actions - 3 Months
What actions will you take in the next 3 months to
develop your key area of focus?
What support do you need from your Manager
and HRBP to achieve these goals?
11. 11
Development Plan Actions - 3 Quarters
What actions will you take in the next 3 quarters
to develop your key area of focus?
What support do you need from your Manager
and HRBP to achieve these goals?
12. 12
Next Steps
Reach out to those who provided you feedback to thank them.
If appropriate, share some or all of your development
commitments plan with them.
Share your leadership development plan with your HRBP and your
Manager.
13. 13
Final Reflections
What are your key takeaways from this process?
What do you want to remember?
What value have you derived?
Thank you for taking the time to invest in yourself and in becoming a great
leader!
15. 15
GROW Worksheet - Key Focus Area #1
Choose an area to GROW:
Goal
● If you are able to develop this characteristic, how will
this make you a better leader?
● How will you know you’ve been successful in
developing this characteristic?
● In 6-9 months, where do you want to be?
Reality
● On a scale of 1-10, how do you score today?
● What do you do well? Where could you improve?
● What feedback are you receiving?
Options
● What could you (that you’re not already doing) do to
raise your score and move closer to your goal?
● What would be easy to do?
● What things are most important to do to make
significant progress?
Will
● What will you do?
● By when?
● Specifically, how will you know you’ve been successful?
Editor's Notes
1. Each Leader needs to determine who will be their raters.
They do this by compiling a list of peers ( those they work with closely ) and cross team partners ( and those that work with a regular basis)
When they have the list, they need to discuss with their Manager who will finalise their list.
Then they advise L&D as of this list who will upload to our assessment tool, called Qualtrics.
2. During the specified time, each Leader will get an update of who has completed the evaluation.
L&D will send reminders emails to those who have not completed the evaluations and each Leader can also send an email to prompt completion
3. When the specified time – in this case `xx, has arrived each Leader will meet with a coach who will guide them through the report so they can start their Leadership Development plan. They will also meet with the coach on a second and final occasion to complete the Leadership Development Plan.
