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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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Sample questions

A preview of what’s in the template. Every question is editable before you launch.

12 questions · ~7 min
Q01
Message

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
Multiple ChoiceRequired

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
MatrixRequired

Rate this District Executive on each leadership competency below.

6 rows × 4 columns
  • 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
  • +1 more
Columns: Needs improvement · Developing · Effective · Exceptional
Q04
Opinion ScaleRequired

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

Scale: 0 – 10
Min:Not at all effectiveMax:Extremely effective
Q05
Ranking

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
Drag to rank
Q06
Best–Worst Trade-off (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
Pick best & worst per setBest:Most needs investmentWorst:Least needs investment
Q07
AI Interview

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
Long Text

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

Q09
Multiple Choice

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
Multiple Choice

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
Multiple Choice

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
Message

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.

What’s included

  • AI follow-ups

    Adaptive probes on open-ended answers that pull out detail a static form would miss.

  • Attention checks

    Built-in safeguards against rushed answers and low-quality respondents.

  • AI-drafted copy

    Wording, ordering, and branching written by the AI — tuned to your research goal.

  • Auto report

    Themes, quotes, and a plain-English summary write themselves once responses come in.

How it compares

We reviewed the closest templates from other survey tools. Here’s what they do well — and where this template goes further.

Why this template

  • 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.

What it does well

  • 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

Where it falls short

  • 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.

What it does well

  • 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

Where it falls short

  • 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

Ready to launch?

Open this template in the editor. Every part is yours to change before the first respondent sees it.

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