Internal Consultant 360 Feedback Questionnaire

Internal Consultant 360 Feedback Questionnaire

Some specific roles require more specific competencies.

The internal consultant is becoming increasingly important in delivering change within organisations and they are often seen as a cost effective means of consultancy. However, internal perceptions of the level of expertise and personal credibility are often seen as barriers to delivering outcomes. Managing initial impressions, reputation, results and success stories are all important to developing relationships with internal clients.

The internal consult usually works in partnership with businesses or departments to improve effectiveness; specifically, assessing exact needs, developing and implementing strategic planned change efforts to link goals, skills and processes to the overall mission, vision and strategy.

The competencies assessed

The world of work has changed. There are many competency frameworks which have been developed over the years.

The Progress International Competency Framework has been developed from our years of experience in designing and working with competencies – and knowing what works and shaping what doesn’t.

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Relationship Focus
Consultancy Focus

In addition to the 2 specialist competences above, 10 further competences from the Progress International Competence Framework, complete this assessment.

They are:

People Focus

Resource Focus

Results Focus

Personal Management

Creativity Focus

Professional Development

Communication Focus

Innovation and Change

Analytical Thinking

Planning and Decision Making

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Explore our Internal Consultant 360 Feedback Questionnaire

In addition to the 2 specialist competencies above, 8 further competencies from the Progress International Competence Framework, complete this assessment.

They are:

Relationship Focus

Maintains a broad network of relationships within the organisation and is well regarded by others as a trusted and credible expert. Is able to develop a rapport with client while keeping the discussions focused on the client’s needs and requirements.

Scored questions

    1. Maintains and develops effective formal and informal relationships with a wide circle of individuals and organisations
    2. Handles contacts with internal and external customers with a high degree of professionalism
    3. Develops rapport with clients and other stakeholders
    4. Projects credibility and poise under difficult or adverse conditions
    5. Is patient, tenacious, and resourceful when seeking information to satisfy a request or complete a project
    6. Operates with professionalism and integrity in all aspects of the internal consultant role

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Consultancy Focus

Uses a recognisable, clearly defined and structured consultancy process to deliver results for internal clients. Expertise is sought by internal customers to advise on issues impacting own sector. Is able to provide the client with a realistic assessment of what can be achieved. Takes a “whole organisation” view of the opportunity/problem and the options to deal with it.

Scored questions

  1. Makes recommendations that are supported by facts and relevant research
  2. Is well regarded within the organisation as a credible expert
  3. Adopts a logical, coherent and consistent approach to internal consultancy projects
  4. Ensures the client’s vision of the project matches that of the consultant with clear objectives and deliverables
  5. Applies analytical and proactive thinking to client agenda to ensure robust, appropriate client solutions
  6. Ensures that learning from internal consultancy is shared with others in the organisation

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

The 10 additional competence themes are:

People Focus

Works with others to deliver results; empowering, motivating and encouraging high quality performance. Creates a climate of support and accountability. Adapts own working style to take account of the needs of others. Team working, support, welfare and wellbeing issues.

Scored questions

  1. Encourages and recognises the contributions of all employees
  2. Invites views and suggestions and involves team members in appropriate decision making
  3. Identifies and builds opportunities for collaborative working
  4. Allocates work fairly taking account of the skills, knowledge, experience and workloads of partners
  5. Identifies and acts on development opportunities for individuals and the team
  6. Models high standards of managerial behaviour

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Results Focus

Understands what results are important, and focuses resources to achieve them. Delivers financial targets and achieves agreed performance indicators, contributes to success of the business. Actively seeks ways to improve results.

Scored questions

  1. Sets challenging and achievable performance targets for self and team
  2. Inspires a ‘can do culture’ in others providing regular feedback and support
  3. Focuses on improving performance
  4. Takes corrective action when performance is slipping
  5. Recognises good performance and offers praise and recognition
  6. Holds people to account for what they have agreed to deliver

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Communication Focus

Demonstrates the ability to communicate clearly and effectively with a diverse range of people and takes account of their views. Uses well reasoned arguments to convince and persuade where necessary to achieve desired outcome

Scored questions

  1. Communicates clear objectives and expectations to team members and others
  2. Creates opportunities for regular performance feedback and two way dialogue
  3. Produces clear, persuasive and logical arguments to support decision making
  4. Adapts own communication style to suit the needs of others
  5. Engages regularly with individuals and groups across the whole organisation
  6. State your own position and views clearly and confidently in conflict situations

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Professional Development Focus

Evidences a high level of technical and professional skills/knowledge in job-related areas; keeping abreast of current developments and trends in area of expertise. Demonstrates commitment to personal and professional development.

Scored questions

  1. Demonstrates commitment to own personal and professional development
  2. Ensures that development needs of partners are identified and delivered in line with strategic and operational objectives
  3. Demonstrates high levels of professional expertise
  4. Shares learning and good practice with colleagues and partners
  5. Identify appropriate development opportunities for individuals and team members
  6. Uses the appraisal system as a key tool in reviewing performance and identifying development needs and follows through on agreed actions

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Resource Focus

Manages resource to deliver organisational objectives. Evidences value for money through resource procurement and utilisation. Plans resource development considering environmental impact and green issues.

Scored questions

  1. Uses the agreed budget to actively monitor and control performance for their team or department
  2. Ensures that systems are in place for effective monitoring, measuring and reporting of health and safety performance in their area of responsibility
  3. Identifies and communicates trends and developments that may affect future demand for resources in their area of responsibility
  4. Encourages their team to identify opportunities for, and contribute to, improving environmental performance
  5. Assesses and manages risk
  6. Delegates some resource responsibility to direct reports where appropriate

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Personal Management Focus

The reflective leader, emotionally aware, displays resilience in a range of situations, is open and honest, develops relationships and networks, uses own time effectively

Scored questions

  1. Confronts challenging or difficult issues early
  2. Works with the whole organisation in mind and not just their own area
  3. Manages their own time effectively
  4. Clarifies their own and other’s expectations of relationships
  5. Develops a wide network of productive relationships around the business
  6. Remains measured and controlled in highly stressful and pressured situations

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Creativity Focus

Is able to consider new approaches, challenge existing practice, encourage others to explore future vision. Creative thinking involves re-examining traditional strategies and practices, and proactively looking for new ideas and ways to improve products, services, and work processes.

Scored questions

  1. Is able to come up with new ways of doing things that get people thinking
  2. Challenges current thinking to foster innovation
  3. Finds creative solutions to problems
  4. Is able to make progress by looking at things in a new light
  5. Thinks outside existing ways of working to come up with new ideas
  6. Tries things out to seek new and better ways of doing things

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Analytical Thinking Focus

Challenges established practice and process in order to achieve better results. Analyses data and information to determine root cause of problems and makes recommendations for solutions. Communicates the implications and risks associated with  problems and opportunities to make them accessible to others.

Scored questions

  1. Challenges established thinking, processes, or protocols with company success in mind.
  2. Quickly and systematically analyses the root cause of work-related problems before taking corrective action
  3. Recognises and communicates the implications of data/information.
  4. Is able to clearly frame a problem, identify and collect the necessary data, and make recommendations for solving the problem.
  5. Takes complex issues or problems and breaks them down into manageable components.
  6. Understands how data and recommendations may impact other functions and departments

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Planning and Decision Making Focus

Establishing a course of action for self and/or others to accomplish specific goals; gathering relevant information and data and analysing issues. Making systematic and rational judgements based on relevant information and identifying cause and effect relationships to resolve issues and solve problems.

Scored questions

  1. Constructively questions/challenges senior people on issues they see as important
  2. Uses a range of data/information to inform decisions and proposals
  3. Accepts responsibility for own mistakes/errors of judgement
  4. Clearly communicates the reason for decisions which impact on others
  5. Develops and delivers plans to achieve organisational priorities
  6. Makes confident and timely business decisions

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Innovation and Change Focus

This competency is about creating new and imaginative approaches to work, demonstrating a willingness to question the way things are done, planning and delivering change. The ability to respond & adapt to changing circumstances and to manage, solve problems and provide solutions in a climate of ambiguity.

Scored questions

  1. Is enthusiastic and positively communicates change and new initiatives
  2. Shows willingness to ‘work around’ difficulties and constraints
  3. Displays that they are open and honest about what needs to change and the implications of change
  4. Demonstrates openness and receptiveness to a wide range of diverse views and perspectives
  5. Provides opportunities and support for their team to express what change means for them and be sensitive to their fears and concerns
  6. Clearly identifies the steps needed to deliver change

Free text question

  1. Can you provide examples of their behaviour, actions or performance that would support your responses in this area?

Qualitative Questions

Free text question

  1. In your view what are this persons key strengths?
  2. In your view what would this person need to stop doing to be a more effective in their role?
  3. What do you believe are this persons 3 key development needs?
  4. What other constructive feedback would you like to provide to this individual?