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      Guide for Reviewers: Providing Meaningful Feedback in AceUp’s 360 Process

      You have been invites to share yoru feedback, what's next?

      Table Of Contents

      1. Why Your Feedback Matters
      2. How to Give Feedback Makes a Difference
      3. How to Answer The Survey
      4. What Happens After You Submit Feedback

      About The Process

      You are invited to participate in a colleague’s leadership journey as a reviewer in AceUp’s 360 Feedback process. Your input helps leaders gain clarity, build confidence, and take action toward growth.

      This is not an evaluation but a confidential reflection (your name will not be attached to your responses) in which your insights help leaders understand perceptions, identify strengths, and discover growth opportunities.

      Why Your Feedback Matters

      The AceUp 360 gathers insights from peers, managers, and direct reports, enabling leaders to recognize their full impact and create actionable coaching plans.

      Your feedback helps them:

      🌟  Celebrate their strengths.
      🧭  Identify growth areas.
      🔁  Develop personalized plans with their coach.
      🚀  Transform awareness into meaningful actions.


      How to Give Feedback Makes a Difference

      💡 Tip: Focus on the impact of the leader’s actions. Effective feedback is honest, balanced, and actionable.

      Best Practices

      • Be specific: Use examples that highlight real behaviors or moments.
      • Be balanced: Acknowledge both what works and what could improve.
      • Be constructive: Offer insight that focuses on behaviors rather than personality.
      • Be respectful: Your goal is to help them grow — not to critique.

      How to Answer the Survey

      The survey will drive you through six questions. Two of them will ask you to select their three most significant strengths and areas for growth by selecting from a list of twelve competencies. Below, we have included guidance on each of those to help you reflect on your college.

      The AceUp Leadership Competency Framework

      AceUp’s leadership model focuses on 12 key competencies across four leadership dimensions.
      These competencies form the foundation for coaching and feedback conversations.

      🌿 LEADING SELF

      Grow from self-awareness to self-mastery.

      Time Management and Productivity

      Focus on what matters most, reduce distractions, and create space to work and recharge effectively.

       

      Leadership Presence

      Show up with confidence and clarity. Communicate with purpose and lead in a way that earns trust and attention.

      Lead Through Others

      Step into leadership by empowering others, delegating wisely, and focusing on strategic impact.

      🤝 LEADING OTHERS

      Empower teams through clarity, trust, and empathy.

      Communicate & Influence

      Tailor your message to connect with what your audience values. Inspire action and alignment through thoughtful communication.

      Managing Conflicts and Difficult Conversations

      Address challenges directly and constructively. Build trust by listening to understand, not just to respond.

      Emotional Intelligence

      Understand emotions — yours and others’. Lead with empathy, stay grounded under pressure, and build deeper connections.

      🔄 LEADING CHANGE

      Guide with resilience and adaptability.

      Leading Change

      Engage your team early, align around a shared purpose, and lead change that sticks.

      Resilience Under Pressure

      Stay grounded and clear-headed through stress. Help yourself and your team bounce back stronger.
      Growth Mindset Turn setbacks into learning. Stay curious, encourage experimentation, and model adaptability.

      🌍 LEADING ORGANIZATIONS

      Shape culture, collaboration, and inclusion.

      Organizational Collaboration

      Break silos and build bridges. Think beyond your function to drive bigger-picture results.

      Coaching Mindset

      Help others think for themselves, grow faster, and take ownership — by coaching, not micromanaging.

      Building Effective Teams

      Create space for every voice. Build trust, challenge bias, and elevate team performance through inclusion.

      What Happens After You Submit Feedback

      Once feedback is submitted:

      1. Feedback is reviewed and synthesized into themes and insights.
      2. Participants discuss these insights with their coach and Ally.
      3. They choose a focus area to develop in the coming quarter.

      The result? A clear, personalized growth plan that turns your observations into lasting change.

      ❤️ Thank You for Making a Difference

      Every comment you share contributes to something bigger: stronger leaders, healthier teams, and more inclusive organizations.

      Thank you for showing up thoughtfully and generously.


      Quick Resources

      AceUp Leadership Framework Overview