Gain Insights Into Your Organization

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 the information you’ll have access to and how to use it to drive meaningful change.

Where to access this report

From the left-hand navigation, go to Reports > Organizational insights.

How the report works

The Organizational insights report uses AI to analyze all the participant and feedback provider responses to the open-ended 360 assessment question “What leadership challenges, problems, or issues do you see in your organization?” and identifies the top 5 unique themes for your organization based on how frequently they’re mentioned.

Need a quick refresher on the 360 assessment?

The 360 assessment is Torch’s state-of-the-art leadership assessment that helps participants reflect about themselves and receive feedback from colleagues on their leadership strengths and opportunities. Each participant will complete their 360 self-assessment soon after starting coaching to help them identify goals to focus on. Participants will then 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.

Each theme 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 insights list will update accordingly as AI reassesses the data and incorporates any newly submitted 360 responses.

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.

Understanding the data points

• Responses summarized count - The total number of 360 assessment responses analyzed in the report. This includes coaching participants’ self-assessments and the responses from each colleague they received 360 feedback from. For example, if 1 participant received feedback from 8 colleagues, that counts as 9 responses.

• Date range - The date of the first 360 feedback response (a self-assessment response from a coaching participant or a feedback provider response from an invited colleague) to the date of the most recent 360 feedback response. Incomplete 360 assessments are not included in the date range. For example, if someone has answered all the 360 questions but hasn’t submitted the assessment 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.

• Top insight - The challenge, problem, or issue that is mentioned most frequently across 360 assessment responses.

• Mentioned in X% of responses - The percentage of 360 assessment responses that discuss the identified theme in the written answer to the “What leadership challenges, problems, or issues do you see in your organization?” 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 360 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 assessment

Reiterate the importance of participants completing the 360 self-assessment 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.

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 assessment results have been released to participants, whichever comes first. You can check the status of participants’ 360 assessments in the coaching engagement report.

For any past programs or in-flight programs with most 360 assessments already completed, you can get a glimpse into your organizational insights now.

Frame the results

Keep in mind most 360 assessment 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.