The Organizational Insights report helps you see a clear picture of the current state of your leaders and organization based on the transparent information shared during coaching. In this article you’ll learn more about how the report works, the data you’ll have access to, and best practices for using that information to drive meaningful change.
Where to access this report
From the left-hand navigation, go to Reports > Organizational insights.
How the report works
Note: This report shows data from 360 Feedback and the 360 assessment. Whenever we mention “360” below, we’re referring to whichever experience is used in your organization’s specific coaching program.
The Organizational Insights report uses AI to analyze all the participant and feedback provider responses to the following open-ended questions:
“What challenges do you see in the organization that might affect [your/their] ability to have influence or drive impact?” from 360 Feedback
“What leadership challenges, problems, or issues do you see in your organization?” from the 360 assessment
It then identifies the top 5 unique challenges for your organization and the 3 main leadership capacities we recommend your people focus on in coaching to address them.
I need a quick refresher. How does the 360 work again?
The 360 is an opportunity for participants reflect about themselves and receive feedback from their manager and colleagues on their leadership. Each participant will complete their 360 self-reflection soon after starting coaching, then invite at least 5 colleagues (such as their manager, peers, direct reports, and cross-functional partners) to share feedback. Participants and their coaches will use these insights to guide the focus of their development in coaching.
You can click into each recommended leadership capacity to learn more about what it means and the key behaviors participants should adopt to demonstrate strong leadership. When reviewing your top challenges, you’ll see that each one is summarized to explain why it’s an issue for your organization and dive deeper into the resulting business impact.
The organizational insights are dynamic as new issues arise in real-time. Upon refreshing the report or accessing it at a different time, the leadership capacities and challenges will update accordingly as AI reassesses the data and incorporates any newly submitted 360 responses.
Note: A minimum of 20 responses is required before insights data will be shown. The report will appear blank if your program doesn’t include a 360, if your program has a Custom 360 without the “organization challenges” question, or if your organization has opted out of Torch AI features.
To narrow down to insights for specific programs, cohorts, or dates, use the filter options in the top-left of the report.
Once you’ve made your filter selections, click Apply.
Torch Tip: To save a copy of the report, click Download PDF in the top-right.
Understanding the data
A deeper dive into the information presented in the Organizational Insights report.
[Your Organization]’s coaching opportunity
Top leadership capacities - Lists the 3 main leadership capacities your people should focus on to address your organization’s top challenges.
How does Torch determine which leadership capacities to recommend?
We mapped all the organizational challenges that can be identified in the report to leadership capacities. The report weights the leadership capacities associated with your top challenges based on how frequently each challenge is mentioned in 360 responses.
For example, let’s say 40% of responses mention “Poor communication”, the top challenge for your organization. That 40% weighting is applied to the “Poor communication” challenge’s mapped leadership capacities: Emotional Intelligence and Trust Building. The report looks at all of your challenges comprehensively in this same way to determine which leadership capacities best address what your organization is facing.
Your organization’s challenges
Date range - The date of the first 360 response (a self-response from a coaching participant or a feedback provider response from an invited colleague) to the date of the most recent 360 response. Incomplete 360s are not included in the date range. For example, if someone has answered all the 360 questions but hasn’t submitted them yet.
Note: If you’ve filtered the report by date, the displayed date range will reflect the first and last day a 360 response was submitted within your selected timeframe. This means the date range for the report will not necessarily align with the exact dates you selected in the filter.
Responses summarized count - The number of 360 responses analyzed in the report, broken down by the number of self-responses submitted by coaching participants and the number of feedback responses submitted by invited colleagues. If 1 colleague submits feedback for 5 different coaching participants, that is counted as 5 feedback provider responses.
Top challenges - Lists the top 5 challenges for your organization based on how frequently they’re mentioned in 360 responses. The challenge marked “Most common” is the one that respondents mentioned most frequently.
Mentioned in X% of responses - The percentage of 360 responses that discuss the identified challenge in the written answer to the open-ended “organization challenges” question. Upon refreshing the report or accessing it at a different time, these percentages may shift as AI reassesses the data and incorporates any newly submitted responses.
Best practices for using insights to drive meaningful change
Put insights to work impacting positive change within your organization by taking these recommended actions.
Reinforce the importance of the 360
Reiterate the importance of participants completing their 360 and inviting feedback providers. To reach the 20 response minimum required to view report data, you’ll need roughly 4 coaching participants to invite the minimum number of colleagues (5) to provide feedback. The more data the better for a holistic picture of what’s going on in your organization.
Torch Tip: Reference our post-launch email templates for sample communications you can use to remind participants of action items like the 360 and give employees outside of coaching a heads up about feedback requests they may receive.
Check for insights at the right time
So when’s the best time to reference this report? It depends! If you just launched a new coaching program, check for insights about 60 days after program launch or once a majority of the 360 results have been released to participants, whichever comes first.
For any past or in-flight programs with most 360s already completed, you can get a glimpse into your organizational insights now.
Frame the results
Keep in mind most 360 responses are from employees who are not coaching participants. Use the insights as a tool to help you uncover hidden challenges and needs that exist within your organization. Consider how you can best support both coaching participants and people not directly participating in coaching in addressing the challenges.
Identify next steps
As a starting point, you might compare your Torch insights with your organization’s own engagement survey data to pinpoint shared themes or blindspots. This will help you prioritize solutions based on which challenges are most pressing and mission critical to your business.