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すべてのテンプレート
Sales & Revenue

District Executive Leadership Competency Assessment

Gathers 360-style feedback on how a District Executive (DE) or equivalent frontline sales leader performs across core competencies — coaching, recruiting, pipeline discipline, accountability, and culture. Built for RevOps and sales leadership teams; the AI follow-up interview digs into the one lowest-rated competency to surface concrete behavior, not just a score.

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設問の例

テンプレートの内容をプレビューできます。すべての設問は公開前に自由に編集できます。

全12問・約7分
Q01
メッセージ

Thanks for taking a few minutes to share feedback on your District Executive's leadership. Your honest input helps them grow and helps us know where to invest coaching resources. This takes about 5 minutes and your individual responses will be kept confidential.

Q02
選択式必須

What is your relationship to this District Executive? (Template note: replace 'District Executive' throughout with your organization's title for this frontline sales leader role, e.g., District Manager or Area Sales Leader.)

  • I report directly to them as a sales rep
  • I am a peer leader in another district
  • I am their manager or regional leader
  • This is a self-assessment
Q03
マトリクス必須

Rate this District Executive on each leadership competency below.

6行 × 4列
  • Coaches individual reps on skill development
  • Recruits and hires new team members effectively
  • Runs consistent pipeline and deal reviews
  • Holds the team accountable to activity and results
  • Builds team motivation and culture
  • ほか1件
列: Needs improvement · Developing · Effective · Exceptional
Q04
オピニオンスケール必須

Overall, how effective is this District Executive in their leadership role?

スケール: 0 – 10
最小:Not at all effective最大:Extremely effective
Q05
ランク付け

Rank these leadership competencies from most to least critical for a District Executive's success in this role.

  1. Coaching reps' skills
  2. Recruiting talent
  3. Pipeline and deal reviews
  4. Accountability for results
  5. Team motivation and culture
  6. Strategic planning
ドラッグして順位を付ける
Q06
ベスト・ワースト選択（MaxDiff）

Thinking about where coaching investment for this District Executive would have the biggest impact, which competency below is the strongest fit and which is the weakest fit for additional coaching right now?

  • Coaching reps' skills
  • Recruiting talent
  • Pipeline and deal reviews
  • Accountability for results
  • Team motivation and culture
  • Strategic planning
  • Cross-functional communication
各セットで最も良いもの・最も悪いものを選択最も良い:Most needs investment最も悪い:Least needs investment
Q07
AIインタビュー

Identify the competency this respondent rated lowest and ask for a specific, recent example of that behavior in action — what happened, what the District Executive did or didn't do, and what impact it had on the team or a deal. Probe what 'better' would concretely look like from this respondent's view, and if they rated everything highly, ask what single change would still make the biggest difference.

Q08
自由回答（長文）

What is one specific thing this District Executive could start, stop, or continue doing that would most improve their leadership impact?

Q09
選択式

How long has this District Executive held their current leadership role?

  • Less than 6 months
  • 6-12 months
  • 1-2 years
  • 3-5 years
  • More than 5 years
  • Not sure
  • Prefer not to say
Q10
選択式

How many sales reps report directly to this District Executive?

  • 1-5
  • 6-10
  • 11-20
  • More than 20
  • Not sure
  • Prefer not to say
Q11
選択式

Which region or market does this District Executive lead? (Template note: replace with your organization's actual regions or markets.)

  • (Region A)
  • (Region B)
  • (Region C)
  • (Region D)
  • Prefer not to say
Q12
メッセージ

That's everything — thank you for the thoughtful feedback! Responses across all raters will be combined into a leadership development summary shared with the District Executive's manager to guide coaching and support.

含まれる機能

  • AIによる深掘り

    自由回答に合わせてAIが追加で質問し、固定のフォームでは拾えない具体的な内容を引き出します。

  • 注意確認設問

    急いだ回答や質の低い回答者を除外する仕組みを標準で備えています。

  • AIが作成する設問文

    文言、設問の順序、条件分岐をAIが調査の目的に合わせて作成します。

  • 自動レポート

    回答が集まると、テーマ、引用、わかりやすい要約が自動で作成されます。

他ツールとの比較

ほかのアンケートツールで最も近いテンプレートを調べました。それぞれの優れている点と、このテンプレートがさらに踏み込んでいる点をまとめています。

このテンプレートを選ぶ理由

  • Uses a multi-method design — matrix competency ratings, an opinion scale for overall effectiveness, a ranking exercise, and a MaxDiff prioritization of coaching investment — instead of a single rating grid.
  • The AI follow-up interview automatically identifies whichever competency the respondent rated lowest and asks for a specific, recent example, turning a number into a concrete behavioral story without manual follow-up.
  • Pairs the quantitative ratings with a targeted open-ended prompt (what the DE should start/stop/continue) so leadership gets both scores and actionable text feedback in one flow.
  • Includes context questions on relationship to the DE, tenure in role, team size, and region, so RevOps can segment results — all wrapped in a friendly intro/outro chat message rather than a bare form.

QuestionPro

Leadership Evaluation Survey Template + Sample Questionnaire

A static leadership evaluation questionnaire with sample questions covering general leadership competencies. It's built as a fielding-ready template but is generic rather than tailored to a frontline sales leadership role like a District Executive. Good for a quick baseline survey, not for probing why a rating was low.

優れている点

  • Provides a ready-made sample questionnaire so teams can launch quickly without writing questions from scratch
  • Backed by an established survey platform with broad question-type and reporting support
  • Covers general leadership competency areas applicable across roles

物足りない点

  • No adaptive follow-up questioning — every respondent sees the same fixed question set regardless of how they rate the leader
  • No visible mechanism to automatically surface a specific behavioral example tied to a respondent's lowest rating
  • Not tailored to sales-specific competencies like pipeline discipline or recruiting

SurveySparrow

Leadership Skills Assessment Questionnaire | Leadership Traits & Style

A conversational-style leadership skills assessment focused on traits and leadership style rather than sales-team-specific competencies. It's a fielding-ready template with a chat-like question flow, but the questions themselves are static and generic across industries. No sales leadership focus (coaching, recruiting, pipeline discipline) is evident.

優れている点

  • Conversational one-question-at-a-time UI that can feel more engaging than a traditional form
  • Framed around leadership traits and style, useful for general people-manager assessments
  • Fielding-ready template that can be deployed without heavy customization

物足りない点

  • Static question flow with no adaptive AI probing into a respondent's specific low ratings
  • No published scoring methodology or automated quality scoring of open-ended responses
  • Not built around frontline sales leadership competencies like recruiting, pipeline discipline, or accountability

よくあるご質問

「District Executive Leadership Competency Assessment」テンプレートにはどのような設問が含まれていますか？

すぐに使える設問が12問含まれており、最初の設問は次のとおりです：「Thanks for taking a few minutes to share feedback on your District Executive's leadership. Your honest input helps them…」・「What is your relationship to this District Executive? (Template note: replace 'District Executive' throughout with your…」・「Rate this District Executive on each leadership competency below.」。すべての設問は上でプレビューでき、自由に編集できます。

このアンケートの回答にはどのくらい時間がかかりますか？

回答者は通常、12問を約7分で回答し終えます。

テンプレートは編集できますか？

はい。公開前であれば、すべての設問、選択肢、順序を編集できます。設問の追加や削除のほか、調査の目的に合わせた作り直しをAIエディターに依頼することもできます。

このテンプレートは無料で使えますか？

はい。エディターで開けば、すぐに編集を始められます。お試しにアカウントは不要で、無料プランでアンケートを公開できます。

公開の準備はできましたか？

このテンプレートをエディターで開いてみてください。最初の回答者が目にする前に、すべてを自由に変更できます。

このテンプレートを使う無料で始める

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