PSYCHOMETRIC ASSESSMENTS

360 Assessment Questionnaire
Assessment Questionnaire – 360°

360°Feedback Questionnaire – Bank of Namibia

We sincerely appreciate your participation in this important feedback initiative. Your unique perspective plays a vital role in supporting the personal and professional growth of the individual being assessed..

Purpose and Value

This assessment forms part of a broader development journey aimed at enhancing leadership impact, strengthening interpersonal effectiveness, and building on areas of potential. By offering honest, thoughtful, and constructive feedback, you are contributing to a culture of continuous learning and excellence within the Bank of Namibia.

Confidentiality and Process

All responses will remain strictly confidential. Your feedback will be integrated with input from other colleagues and presented to the individual in a summarised, anonymous format. The goal is to offer valuable insight that empowers meaningful reflection, growth, and future success.

Thank you for investing your time in this developmental process. Your input is both valued and impactful.

Instructions for Completion

If you would like to receive a copy of your completed assessment for your records, please enter your email address below. This is optional.
Rater Relationship: *
Please indicate whether you are a direct report, indirect report, a peer or manager of the person being rated or rating yourself.
(Enter the name of the person you are evaluating. If this is a self-assessment, enter your own name.)
(For administrative tracking only – your identity will not be disclosed in the final report. If this is a self-assessment, please enter your name again.)

Rating Scale:

Please rate how well the person demonstrates each of the listed competencies and behaviours based on your interactions over the past 12 months. Use the scale below:

Rating Description
1 Not at all / To a very small extent
2 To a limited extent
3 Meets expectations
4 Above expectations
5 To a very great extent

Section 1: Authenticity & Self-Awareness

Focus:  Honesty, humility, personal growth.

Leading with Transparency & Humility

Goal: To assess how managers demonstrate authenticity, vulnerability, and a commitment to personal growth.

1. Does this manager openly acknowledge their mistakes and areas for development? *
2. When faced with setbacks or challenges, does this manager view them as opportunities for growth and learning rather than assigning blame? *
3. Does this manager actively seek feedback to improve their self-awareness and emotional intelligence? *

Section 2: Effective Communication & Conflict Management

Focus: Respectful dialogue, conflict resolution, clarity

Fostering Open Dialogue & Productive Disagreement

Goal: To assess skills in active listening, clarifying assumptions, having candid conversations, and leveraging conflict for improvement.

1. Does this manager actively listen to understand, rather than just respond? *
2. How effectively does this manager initiate and navigate candid, difficult, and honest conversations when necessary? *
3. When communicating, does this manager clarify details to avoid assumptions and encourage open, respectful discussions? *

Section 3: Collaboration & Inclusivity

Focus: Teamwork, inclusion, empowerment.

Empowering Teams & Embracing Diverse Perspectives

Goal: To evaluate how the manager fosters teamwork, integrates varied viewpoints, and leads in a coaching capacity to empower others.

1. How effectively does this manager foster a collaborative environment where team members work together across diverse perspectives? *
2. Does this manager actively integrate diverse views and opinions into decision-making processes?
3. How effectively does this manager challenge the status quo professionally while ensuring an inclusive environment where all voices feel heard and valued? *

Section 4: Continuous Learning & Innovation

Focus: Growth, agility, experimentation.

Driving Growth & Embracing Change

Goal: To evaluate the manager's dedication to personal and team learning, their role in leading innovation, and their approach to feedback and experimentation.

1. How committed is this manager to continuous learning and professional growth? *
2. How effectively does this manager lead innovation and promote change? *
3. Does this manager create a safe environment that embraces failure and experimentation as part of learning agility? *

Section 5: Productivity & Work-Life Integration

Focus: Efficiency, prioritisation, wellbeing.

Optimising Efficiency & Supporting Well-being

Goal: To evaluate how the manager prioritises, streamlines processes, integrates work and personal life, and sets standards for meaningful progress.

1. How effectively does this manager prioritise work to prevent burnout? *
2. Does this manager remove unproductive practices to support efficiency? *
3. To what extent does this manager support work-life integration and healthy boundaries? *

Section 6: Psychological Safety (Core Element)

Focus: Voice, openness, non-judgment.

Creating a Safe Environment for Voice

Goal: To assess how effectively the manager fosters an environment where team members feel comfortable sharing ideas, concerns, and admitting mistakes without fear of negative repercussions.

1. Do team members feel safe expressing different opinions with this manager? *
2. Do you feel safe admitting mistakes or asking for help without fear of negative consequences from this manager? *
3. When a team member proposes a new idea that doesn't work out, does this manager focus on learning and growth rather than blame? *
4. Does this manager consistently show respect and professionalism when engaging with team members, especially during challenging discussions? *

Section 7: Trust (Core Element)

Focus:  Integrity, reliability, fairness.

Building Relational Trust

Goal: To evaluate the manager's consistency, integrity, and predictability, which are fundamental to establishing and maintaining trust within the team.

1. Does this manager reliably follow through on commitments and promises made to the team? *
2. Does this manager act in the best interest of the team, even under pressure? *
3. Do you feel this manager treats team members fairly and equitably? *

Section 8: Empowerment & Development Focus

Focus: Delegation, autonomy, development.

Empowering & Developing Team Members

Goal: To evaluate the manager's commitment to delegating meaningful work, providing autonomy, and fostering the professional growth of their team members.

1. Does this manager delegate meaningful responsibilities that foster growth? *
2. How effectively does this manager involve others in decisions that affect their work? *
3. Does this manager provide feedback that supports personal and professional development? *
4. To what extent does this manager empower others through coaching and support? *

Section 9: Accountability

Focus: Delegation, autonomy, development .

Ownership and Grow within the Organisation.

Goal: Promote accountability through effective delegation, fostering autonomy, and supporting ongoing development.

1. How well does this manager take ownership of outcomes and responsibilities? *
2. When issues arise, does this manager respond proactively and transparently? *
3. Does this manager effectively address mediocrity and hold the team accountable to high standards for meaningful progress? *

Feedback & Suggestions


The sections you have just completed may not convey everything you would like to say about the person. The comments section below allows you to add supplementary information you wish to express. Your contribution is valuable.


Thank you for taking the time to complete the questionnaire. Your honest feedback helps us grow together.

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