Leader Behavior Check

This is the annual program-anchored review of a leader’s observable behavior. It is not a performance review and it does not replace HR processes.

The point: catch the gap between what a leader says they do and what they actually do, before the gap cements.

When to use it

• Once a year, on a published calendar date that everyone reviewing a given leader uses.
• Whenever a leader is moving roles inside the company and the receiving role wants a behavior signal anchored in the program.
• Never more often than yearly. More-frequent rounds degrade into performance noise and lose the signal.

How to use it

1. Fill in the form below. Anonymous responses, aggregated; do not put your own name anywhere in the form.
2. Use the form’s copy or download buttons to capture your response, then return it via your team’s agreed anonymous channel (an HR-administered form, a printed drop box, or a single anonymous-aggregator email).
3. Keep your examples specific. “Sometimes good, sometimes not” is less useful than “in the Tuesday review on [project], they ended with owner and date; in the stand-up on [other project], the meeting closed without one.”
4. The leader’s manager aggregates the responses and shares the aggregate (not individual responses) with the leader.

Why this template is anchored in three behaviors

Most 360 instruments fail because they measure vague competencies (“exhibits leadership presence”) that nobody can falsify. This template is deliberately limited to three observable behaviors from the program:

1. Do they end meetings with owner, next step, and date?
2. Do they respond to bad news with thanks rather than blame?
3. Do they fix processes before blaming people?

These are yes-or-no questions with concrete answers. Anyone watching the leader at work knows the answer. That is the point.

What this template is not

• Not a grievance channel. If you have a concrete grievance, use HR. This template is for patterns, not incidents.
• Not a performance review. It feeds adjacent to performance conversations but does not replace them.
• Not optional for senior leaders. Senior leaders are specifically the people whose behavior compounds. The 360 prompt exists primarily for them.

See also Operating the program for how this template fits into the program’s annual rhythm.