The LinkedIn Leadership 360 is a developmental tool used by LinkedIn to help senior leaders (Directors and above) improve their leadership skills. It involves leaders getting feedback from their manager, peers, direct reports, and partners through a survey. Leaders then meet with a facilitator to review the anonymous feedback and identify their top strengths and any potential weaknesses, or "derailers." The goal is for leaders to focus on developing a few key strengths to become "world class" leaders while also addressing any issues preventing their effectiveness. The process takes about 6 weeks total.

1. LinkedIn
Leadership 360
Report Debrief
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. Review your LinkedIn Leadership 360 Report
Our objective for today
You are here

4. Signal vs. Noise
A Guide to Interpreting
your Report

5. 5
Leadership Brand
Your top strengths and abilities that
define your unique brand of
leadership.
Derailers
Potential gaps in leadership abilities
that are preventing you from being
an effective leader.
As we review your report, we’re looking for:

6. 6
Before reviewing your 360 report, let’s
briefly discuss some key ideas...

7. Your Leadership Brand

8. 8

9. 9
Remember: You don’t have
to be perfect to be a world
class leader.

10. 10
Focus: Fewer things done better
Become world class at 3-5 key leadership strengths, while maintaining the absence of any derailers that could
keep you from being successful.

11. 11
Find Your Sweet Spots
Sweet spot: existing strength you
want to take from good to great
because:
It’s good for the business
Consider your goals, OKRs, and current business
challenges. What are all the skills that LinkedIn
needs from you in the next 9-12 months?
You have a passion or interest in
developing it
Strength Passion
Business
Need
Sweet Spot

12. Key Question #1:
What does the data tell us
about your top 3-5 strengths?

13. 13
Derailers
A Derailer is the absence of a key leadership
skill that, due to its absence, affects a leader’s
overall effectiveness.
Derailer

14. 14
Derailers overshadow other strengths or talents and, therefore, need
to be addressed. We call these your derailers.
They can result in:
Performance problems Career plateaus
Job failure Damaged relationships

15. Key Question #2:
Does the data reveal any
derailers?

16. Perceptions vs. Reality

17. 17
Perceptions are Reality
Research shows self-perception is
notoriously inaccurate
How others perceive you is reality
for them
Whether it is objectively true or not
is less important than knowing this
is how you’re perceived
That they are sharing this with you
is a gift

18. 18
Keep an open mind
• My raters don’t really know me that well
• My job makes me act this way; I’m really not
like this
• Some of my raters have it in for me
• My raters don’t understand the situation I’m in
• I used to be this way, but I’ve since changed
• This must be someone else’s report
• My raters didn’t understand the questions
• I wasn’t like this in my last job
• My raters are just jealous of my success
• I purposely picked people who didn’t like me
Common Rationalizations to Feedback...

19. 19
Finally! To Your Report...

20. 20
Next Steps
Digest your report and identify your:
• Top Strengths that make up your Leadership Brand
• Derailers (if any)
Schedule your Development Plan session with your facilitator
• Where you will create a path of growth with tangible goals

21. Appendix

22. 22
LinkedIn Values Scoring
Our Members Come First
Relationships Matter
Open, Honest and Constructive
Demand Excellence
Take Intelligent Risks
● Helps people understand how meeting members’ needs is the core
of LinkedIn’s mission and vision
● Listens with compassion
● Builds relationships through authenticity
● Builds trust through consistency
● Frequently connects people in a way that fosters beneficial relationships and/or
alliances
● Provides feedback that is open, honest, and constructive
● Resolves conflict through communication, alignment, and/or clean escalation
● Communicates the right things to the right people at the right times
● Consistently delivers on commitments
● Holds team accountable to deliver excellent results
● Addresses performance problems quickly and constructively
● Combines positive relationships with high productivity to build a high
performing team
● Creates an atmosphere that fosters innovation and creativity
● Comfortable taking intelligent risks
Act Like an Owner
● Uses resources (financial and other) wisely
● Resolves conflict through communication, alignment, and/or clean escalation

23. LinkedIn Culture Scoring
ResultsTransformation
Integrity
Collaboration
Humor
Aspects of Culture, or, the collective
personality of our organization
● Creates an atmosphere that
fosters innovation &
creativity
● Inspires team members with
the belief that they play an
important role in helping
LinkedIn transform the world
● Coaches and mentors to
develop other
● Consistently delivers on
commitments
● Keeps people focused on
highest priority activities
● Navigates the challenges
of complex initiatives
● Helps team move forward
when faced with change
and uncertainty
● Provides feedback that is open,
honest, and constructive
● Shows humility by
acknowledging and learning
from mistakes
● Accepts own emotions and
expresses them constructively
● Builds trust through consistency
● Resolves conflict through
communication, alignment, and/or
clean escalation
● Creates a collaborative
environment, getting teams to work
together across functions
● Identifies areas of agreement when
working with groups or individuals
of differing perspectives
● Uses appropriate humor
to create a positive team
environment
● Establishes ways of
working that are fun and
engaging for the team

24. 24
Compassionate Management Scoring
Compassion:
Seeing things clearly through another person’s perspective; an
objective form of empathy
Respects diverse and differing perspectives when
making decisions.
Adapts behavior to fit different cultures.
Resolves conflict through communication, alignment,
and/or clean escalation.
Listens with compassion.
Identifies areas of agreement when working with
groups or individuals of differing perspectives.