Intro to Torch Coaching for Program Managers

What’s the purpose of program surveys?

Coaching surveys gather program and cohort-level data to help you assess the success and measure the impact of your coaching program. Depending on the length of your coaching program, participants will complete up to three different type of surveys:

• Coach Compatibility Survey - Collects participant feedback on their satisfaction with their coach and initial coaching experience

• Coaching Experience Survey - Assesses how a participant feels about their coaching engagement and if they are satisfied with their coach match

• Coaching Impact Survey - Provides data on which areas in their life or work participants have changed, to what extent, and if they have noted any business benefits from coaching

When do participants complete program surveys?

Each survey is completed at a specific time during your program:

• Coach Compatibility Survey - Completed by participants after they’ve met with their coach at least once

• Coaching Experience Survey - Completed by participants after the third meeting with their coach

• Coaching Impact Survey - Completed by participants once in 6-month coaching engagements (at Month 5) and twice in 12-month coaching engagements (at Month 9).

If you’re a more visual learner, view this info summarized in table format here.

How can I learn more?

Review our surveys deep dive to learn more about the purpose of each survey and the data collected in each one.

What is the 360 assessment?

The 360 assessment allows participants to reflect about themselves and receive feedback from colleagues on their leadership strengths and opportunities. The assessment includes 42 questions: 39 statements that ask respondents to rate themselves in relation to others (using a “Much less than others”, “Less than others”, “Same as others”, “More than others,” and “Much more than others” scale), and 3 open-ended questions that require a free text written response.

After a participant completes their self-assessment they invite at least 5 colleagues, such as their manager, peers, direct reports, and cross-functional partners, to complete the assessment and evaluate their leadership qualities. Once the release criteria have been met, the participant’s coach will release the results and debrief them with the participant during a regularly scheduled coaching meeting.

When do participants complete the 360 assessment?

Participants complete their 360 self-assessment and invite colleagues to provide feedback at the designated timeframe during your program, typically soon after matching with their coach or completing their first meeting. The assessment is most often used as a tool to kickoff a program so participants can discover insights about themselves and identify leadership opportunities to focus on.

How can I learn more?

Check out our 360 Assessment FAQs for admins.

What is a manager alignment meeting?

A manager alignment meeting is an opportunity for a participant and their manager and coach to have a conversation about the participant’s professional growth.

This is the participant’s meeting, and they can use it as they see fit. For example, a participant might be interested in using a manager alignment meeting to discuss career development and get specific feedback, or to share their intended area of development for coaching and how their manager can best support them. The overarching aim of the meeting is to highlight the participant’s strengths as perceived by their manager or leader and provide deeper insights into important areas that the coaching engagement might touch on.

The participant, coach, and manager all have different roles and responsibilities within a manager alignment meeting:

Participant

• Determines what a successful meeting will look like

• Decides the parameters for the meeting (what will and won’t be shared)

• Schedules a preparation meeting with their coach

• Schedules the alignment meeting with their coach and manager or leader

Participant’s Coach

• Helps the participant prepare for the meeting

• Facilitates the meeting

• Debriefs with the participant after the meeting

Participant’s Manager or Leader

• Provides input as asked based on meeting parameters

When do participants complete a manager alignment meeting?

Participants should ideally schedule this meeting toward the beginning of the coaching engagement to help provide further fuel for their future coaching meetings and strengthen their relationship with their manager.

How can I learn more?

Check out our best practices for incorporating manager alignment meetings into your coaching program. You can also review the guidance participants and managers receive to prepare for the meeting.

What is colleague feedback?

Colleague feedback is a feature that allows participants to ask their colleagues about the growth they’ve seen in them at work since they started meeting with their Torch coach. The invited colleagues will complete a brief survey about the changes they’ve noticed in the participant to ensure they receive clear, actionable guidance on what’s working and where they should focus next in coaching.

When do participants request colleague feedback?

Participants are prompted to request feedback from colleagues at different frequencies depending on the length of your coaching program:

• 6-Month Program - Participants are prompted once in month 5

• 12-Month Program - Participants are prompted twice, in month 5 and month 9

Anything else I should know?

Only a participant and their coach can see the feedback submitted by the participant’s colleagues. Torch will provide group trends to you upon request, but no one’s personal data from the survey is identifiable.