The LinkedIn Leadership 360 provides leaders feedback from managers, peers, direct reports and cross-team partners to help them improve leadership skills and develop an individual growth plan. It takes about 6 weeks total and 2 hours of the leader's time. The assessment focuses on 5 leadership characteristics important to LinkedIn's culture. The process involves selecting raters, taking a self-assessment, debriefing session to review feedback, and creating a development plan with short and long term goals. HRBPs and L&D support the process through identifying leaders, submitting rater lists, facilitating debriefs, and following up on progress.

1. LinkedIn
Leadership
360

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. 4
LinkedIn Leadership 360 - Global Objectives
Develop Leaders
Identify and transform individual
leadership skills from good to great
using feedback from managers, peers,
direct reports, and cross-team partners.
Collect & Leverage
Data
Utilize knowledge of Leader
development needs to curate future
L&D offerings and leverage knowledge
of internal benchmarks to support
succession planning initiatives.

5. 5
Better Development Planning
Build Strategic
Partnership
Connect on a deeper level with your
business leaders, building trust and
mutual respect
Add Value for your
Leaders
When your Leader looks good,
everyone looks good
Articulate
Development Goals
Easily identify “good to great” targets
Create a Positive
Experience
Your Leader will thank you when they
experience a personal transformation
The LL360 will help you...

6. 6
Debrief and Development Plan Coaching Options
L&D Sets the Table
L&D trains HRBPs, gives advance
session guidance for each Leader
HRBPs deliver coaching sessions
Joint L&D/HRBP
Delivery
HRBPs and L&D deliver debrief
session and development plan session
together
L&D debriefs
L&D deliver debrief sessions, report
back to HRBP
Based on your preference, L&D will support you,
the HRBP, in one of three ways:

7. 7
Confidentiality of Assessment
HRBPs must decide with Leaders up front
who their 360 report data can be shared with
360 Report
Leader’s responsibility to share the Development
Plan with their manager
Sharing with manager helps the manager support the
leader in their goals and maintains transparency
Development Plan

8. 8
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:
● 5+ raters in each group (so that at least 3 per group complete the survey)
● Choose raters who know you well and are familiar with your leadership

9. 9
LinkedIn Leadership Assessment - Leader Role
Choose
Raters
Identify raters who are familiar
with the leaders and whose
feedback will be open, honest
& constructive
Take the 10 minute self-
assessment
Send personal notes to raters
45 minute debrief session to
review 360 report
45 minute development plan
session to verbalize short
and long term goals
Follow through on the
leadership development
plan action items
Rate &
Remind
Personal
Development
Review &
Plan

10. Submit
Request
10
LinkedIn Leadership Assessment - HRBP Role
ID
Leaders
Recommend Leaders who:
• Ask for feedback
• Are targeted successors
• Request pre/post ETR
development
Visit go/leadership360HRBP
for HRBP resources & tools
Submit Leader’s list of raters
to Program Manager
45 minute debrief session
to review 360 report
45 minute development
plan session to verbalize
short and long term goals
Complete 90 & 180 day
post-assessment surveys
Follow up with Leader to
provide guidance and
advice
Debrief and
Development
Plan
Support
Ongoing
Development

11. Check
Progress
11
LinkedIn Leadership Assessment - L&D Role
Launch
Survey
Input raters and send invites
via Qualtrics
Send progress reports to
Leader & HRBP
Send reminder emails to
raters
Close the survey
Produce 360 report and
check for quality control
Work with HRBPs to
create process for debrief
sessions
Partner on
Debriefs
Provide
Training on
Process

12. LinkedIn Leadership 360 Timeline
● 6 - 8 week assessment process
● Grounded by three, 45-minute meetings between Leader & Facilitator
○ Kickoff Meeting
○ 360 Report Debrief Session
○ Development Plan Session
● Post-Assessment is where Leader follows through on Development Plan goals
Detailed plan of actions & resources available on go/leadership360HRBP
Timeline Callouts: