Qu: What are the main differences between the old and new Torch 360?
(a) Length of assessment
- New 360 is shorter, contains less statements overall
- Reduces “survey fatigue”
(b) Scoring Scale
- Relative to “others” vs Likert scale (Agree/Disagree).
- 3 out of 5 will be the new norm / average score (vs closer to 4 out of 5 in old version)
- New domains drawn from latest research and leadership theory to provide holistic picture of leadership
(d) New Presentation of Results
- Summary Page
- Radar charts to display gaps between self assessment and “others”
- In-app written guidance on how to interpret results
- Ability to export as PDF and print
Qu: What is the new Scoring Scale and why do we use it?
5 - Much more than others
4 - More than others
3 - Same as others
2 - Less than others
1 - Much less than others
This scale allows more opportunity to measure growth and progress over time, since 3 is now the norm rather than 4.
Qu: Who are the “others” for the purposes of the scoring scale?
“Others” are those with whom you have worked before throughout your career.
Qu: What is the “norm” or average score on the new scale?
Whereas the norm on the previous scoring scale was 4 out of 5 (“agree”), the new norm will be closer to 3 out of 5 (“same as others”).
Qu: What are "reverse-scored" statements?
Reverse scoring means that the numerical scoring scale runs in the opposite direction. Some statements will be presented in a way that “less than others” or “much less than others” are positive indicators and will align to a “4” or “5” instead of a “2” or “1” on the scoring scale.
Qu: What do the numbers inside the triangles under Hidden Strengths and Blind Spots refer to?
- These numbers refer to the difference between the client’s self assessment score and the average score given by their colleagues.
- The numbers in the circles under "Strengths" and "Challenges" refer to the actual score being an average of all responses from colleagues.
Qu: How are Hidden Strengths and Blindspots determined?
Hidden Strengths are highlighted where there is a difference of 0.7 or greater between the client's self assessment score and the average score given by their colleagues (where the client's score is lower).
Blind Spots are highlighted where there is a difference of 0.7 or greater between the average score given by colleagues and the client's self assessment score (where the client's score is higher).
Qu: What are percentiles and how should I use them?
The percentiles are calculated by comparing the average score of all of the responses (except your own) against every leadership assessment taken on the Torch platform.
The higher the percentile score the higher you are in relation to all leaders on the Torch platform.
Qu: How do I interpret the radar charts? What is the difference between them?
1st Chart: Score Comparison by Domain
This chart shows a comparison between your client's self-assessment scores (pink line) and how colleagues rated them (black line). It gives a quick visual snapshot of the gaps and/or alignment between your client's perceptions of themselves and the perceptions of their peers.
Simply ask your client to take a look and see what they notice. They may need some help interpreting it.
2nd Chart: Percentile Comparison by Domain
This chart compares your client's scores to all others who have taken this assessment across the Torch platform (not just within their organization).
Qu: Is there qualitative as well as quantitative feedback?
In each 360, the respondents and client are asked to answer the following three qualitative questions:
- What is the most important challenge that (client) needs to address to grow as a leader?
- What are (client's) greatest strengths?
- What leadership challenges, problems, or issues do you see in your organization? These issues may or may not be related to you, but provide helpful context for our coaches.
Often this is even more illuminating to the client than the quantitative feedback - and generally provides more context and explanation of the scores given.
** Set a homework assignment for your client to review their results after the debrief session and identify the three main themes of the feedback.
Qu: Are any adjustments made for people taking the assessment from other regions and cultural backgrounds?
Currently, the assessment statements have been tested with a pool of people from the US. Over time we hope to create versions that adapt to other cultures.
Qu: How does this assessment pick up whether someone respects diversity and includes people on the team who are different? Could a prejudiced leader with a fairly homogenous team get good scores from the folks like them, and not pick up why they push different people away?
The role of the coach becomes even more important in these cases - both in ensuring that the leader is including a wide selection of colleagues to invite to provide feedback, and also in helping to unpack the qualitative feedback. qualitative feedback becomes very important in these cases.
Qu: Will the domains be described so that clients understand them when setting Learning goals?
Yes. Descriptions can be found clearly displayed in the 360 results Detailed view, as well as during the process of setting learning goals.
Qu: My client wants to show their 360 results to their colleagues. How do they do that?
They can easily export it to a PDF by clicking the button on their dashboard.
Qu: Does this change the way we set learning goals?
No. Learning goals are set in the same way as before, however with new domains to choose from. If the client wants to set a learning goal that doesn't fall within one of the domains, they can choose the "Miscellaneous" option and add an optional title and/or description to customize it.