What the 360-LC measures
The 360-Degree Leadership Competency (360-LC) model evaluates executives from multiple perspectives (self, peers, direct reports, and supervisors). Grounded in Gary Yukl's hierarchical taxonomy of leadership behaviors, it goes beyond personality to measure actual, observable workplace actions. The 360-degree approach is designed to reveal blind spots—areas where a leader's self-perception significantly diverges from how they are experienced by their team.
The dimensions it assesses
- Task-Oriented Leadership: Strategic Planning, Clarifying Roles, Problem Solving.
- Relations-Oriented Leadership: Supporting, Developing Others, Empowering.
- Change-Oriented Leadership: Advocating Change, Intellectual Stimulation, Risk-Taking.
- Integrity & Ethics: Fairness, Transparency, Accountability.
Already have a 360-LC score from somewhere else? Look it up without retaking the questionnaire.
What your score means
Scores are aggregated by dimension and then separated by Rater Group (Self, Manager, Peer, Direct Report). (Range: 1.0 to 5.0) Blind Spot Delta: calculated as: = Self Rating - Average Rater Rating. A > 0.75 indicates a significant blind spot.
| Score | Interpretation | What it suggests |
|---|---|---|
| 1.0 – 2.4 | Critical Deficit | Significant leadership failure in this domain. Requires immediate PIP (Performance Improvement Plan) or executive coaching. |
| 2.5 – 3.4 | Developing / Inconsistent | Leader exhibits the behavior sporadically. Needs targeted training to build consistency. |
| 3.5 – 4.2 | Effective / Solid Performer | Reliable, highly capable leadership. Meets organizational expectations. |
| 4.3 – 5.0 | Role Model / Exceptional | Benchmark leadership behavior. A basis for mentoring other executives. |
These ranges describe groups of people, not individuals. A score near a boundary is not meaningfully different from one just across it, and no range on this table is a diagnosis.
What to do with your result
- Address Critical Deficits (Scores < 2.5): If 'Integrity' or 'Emotional Regulation' scores are low, technical skills will not save the executive. Immediate behavioral coaching is required.
- Reconcile Blind Spots (> 0.75): If a leader rates their "Empowering" at 4.5 but their direct reports rate it at 2.0, the executive is likely micromanaging. Run a mediated feedback session.
- Use Strengths: Identify competencies scoring > 4.3 and assign the executive cross-functional initiatives where these strengths can influence the broader company culture.
Common questions about the 360-LC
- What does the 360-LC measure?
- Multi-dimensional evaluation of executive leadership behaviors, interpersonal influence, and strategic execution.
- Can the 360-LC diagnose me?
- No. Leadership Competency (360-LC) is a screening questionnaire, not a diagnostic tool. It can flag that something may need a closer look. It cannot tell you what is causing it. It describes tendencies rather than diagnosing anything, and no result here is a condition or something to fix.
- How long does the 360-LC take?
- 15 questions, which most people finish in 10 – 15 minutes per rater. There is no time limit, and answering honestly matters more than answering quickly. The results page checks for patterns suggesting the questions were rushed.
- Is this 360-LC test really free?
- Yes. No account, no email address, no payment. Psychometrics Today is funded by donations rather than advertising, which is also what allows us to publish instruments whose authors permit free but non-commercial use.
- Are my answers stored or shared?
- No. Your answers are scored inside your browser and never sent to us. There is no database of responses, because we never receive any. Closing the tab erases them, which is why results cannot be recovered afterwards.
- How often should I retake the 360-LC?
- Traits and preferences move slowly, so retaking this every few months is more informative than retaking it often. Larger shifts usually follow a genuine change in circumstances.
- Who created the 360-LC, and is this the real version?
- It was published by Psychometrics Today (original items). Original items operationalising Yukl's Multiple Linkage Model and Bass's transformational leadership theory. Theory is not copyrightable. The items here are the published ones rather than a paraphrase, and the scoring follows the original rules. Both are documented on this page so they can be checked.
- How accurate is the 360-LC?
- Screening questionnaires are good at flagging that something merits attention and poor at establishing what it is. This one is sensitive to how you feel on the day you take it, and many instruments were validated on narrow populations whose cut-offs may not transfer cleanly to everyone. The references at the foot of this page are the primary sources.
Sources
Items written by the Psychometrics Today Team, based on published theory. The theory is credited below.
- Yukl, G. (2012). Effective leadership behavior: What we know and what questions need more attention. Academy of Management Perspectives, 26(4), 66-85.
- Bass, B. M., & Avolio, B. J. (1990). Transformational leadership development: Manual for the Multifactor Leadership Questionnaire. Consulting Psychologists Press.
- Tornow, W. W., & London, M. (1998). Maximizing the value of 360-degree feedback: A process for successful individual and organizational development. Center for Creative Leadership.
Licensing
Public domain. Original items operationalising Yukl's Multiple Linkage Model and Bass's transformational leadership theory. Theory is not copyrightable.