Torch 360 Overview for Admins

Learn everything you need to know about Torch 360 in this article, including what it is, how it works, and the coaching insights you’ll get access to.

Note: This article is for Torch 360. Coaching programs and cohorts launched before September 15, 2025 use the 360 assessment instead.

What is Torch 360?

Torch 360 is our approach to collecting actionable feedback and measuring coaching impact. It’s a two-part process designed to guide development and provide clear evidence of leadership growth. It includes:

• 360 Feedback - At the start of a coaching, 360 Feedback gives participants an opportunity to reflect on their strengths and areas for growth, then invite their manager and colleagues to provide qualitative feedback on their leadership. The focus is on real-life examples and actionable insights to guide development, not abstract ratings.

• 360 Impact - Toward the end of coaching, participants reflect on how they’ve grown as a leader and the changes they’ve made in their work and life. The same colleagues who contributed to 360 Feedback are automatically invited to share their perspectives on the improvements they’ve observed in the participant’s leadership.
  
  

Driving impact with Torch 360

Torch 360 ties coaching to real leadership growth and your business priorities. Here’s how:

• Real qualitative feedback - Colleagues share specific examples in their own words, with AI guidance along the way to encourage them to give richer, more useful feedback. The insights are clear and practical, with no interpretation needed. Feedback from managers is highlighted separately, allowing for more direct and constructive coaching conversations.

• Aligned to your business goals - Torch 360 is centered on the leadership capacities you’ve selected for your coaching program. This ensures all insights are directly relevant to your business goals and strategy, helping you identify which capacities need development most across your organization.

• Clear evidence of change - We measure actual behavior change from start to finish, giving you tangible proof of growth. With 360 Impact, you can track which leadership capacities strengthened across your organization, how much they improved, and where gaps still exist.
  
  

How 360 Feedback works

Learn more about the 360 Feedback experience for participants and invited colleagues.

Participant experience

As part of 360 Feedback, participants will complete a 3-question self-reflection on their strengths, growth opportunities, and organizational challenges.

Before they get started, participants are introduced to the core concept of leadership capacities as a backdrop for their self-reflection. They’ll also review the main capacities you’ve selected for your coaching program to focus on.

Once they’ve submitted their responses, participants will invite their manager and colleagues (at least 5 people total) to provide feedback.

360 Feedback results are automatically released to participants and their coaches once the privacy requirements are met (at least 5 responses) and all invited colleagues have submitted feedback or 21 days have passed since the invitations were sent.

Coaches will debrief the results with participants to help them identify their focus areas for coaching. The results report includes:

• A high-level summary of the participant’s leadership strengths and growth opportunities

• A separate section for feedback from the participant’s manager

• A summary of colleagues’ feedback related to each of your organization’s selected leadership capacities

• “Possibilities to explore” for strengthening leadership capacities

• Verbatim qualitative feedback that aligns with each insight

Feedback provider (managers and colleagues) experience

When they first access 360 Feedback, managers and colleagues are introduced to the concept of leadership capacities.

After learning more about the specific capacities your coaching program is focused on, they’ll rate each one as “Strong” or as an “Area for improvement” for the participant and provide specific examples. They’ll have the option to select “I don’t know” if they aren’t familiar with how a participant demonstrates a particular capacity.

An AI feedback evaluator offers guidance as they write their responses to ensure they’re constructive and actionable.

Managers and colleagues also answer three additional open-ended questions to share supporting feedback about the participant’s leadership effectiveness and working environment at the start of coaching.

How 360 Impact works

Learn more about the 360 Impact experience for participants and feedback providers.

Participant experience

360 Impact becomes available for participants when there’s one week left in their coaching partnership. Participants complete a 4-question reflection on the progress they’ve made, with a mix of quantitative and qualitative questions.

The same colleagues who contributed to 360 Feedback are automatically invited to share their perspectives on the improvements they’ve observed in the participant’s leadership, with no action needed from the participant.

360 Impact results are automatically released to participants and their coaches once the privacy requirements are met (at least 5 responses) and all invited colleagues have responded or 21 days have passed since the invitations were auto-sent.

Feedback provider (managers and colleagues) experience

When there’s one week left in a participant’s coaching partnership, the same people who contributed to 360 Feedback are automatically invited to share their observations about how the participant has improved their leadership.

Just like with 360 Feedback, managers and colleagues contributing to 360 Impact will rate the participant on each of the leadership capacities your program is focused on. However, instead of “Strong” or “Area for improvement”, they’ll now select either “No change” or “Improved” for each capacity and provide specific examples.

The rating and feedback they gave at the start of coaching is shown as a point of reference, and an AI feedback evaluator offers guidance to ensure their responses are detailed and constructive.

Insights shared with you

Curious when you’ll get access to Torch 360 reporting for your program? Reference the timeline view of key milestones and a detailed summary of the insights you’ll get from the 360 Feedback and 360 Impact admin reports below.

*Results are auto-released to a participant and their coach once all invited colleagues have responded or 21 days have passed since the invitations were sent, with a minimum of 5 responses required in both scenarios.

360 Feedback insights

Once 5 or more participants have received their 360 Feedback results, you’ll get access to aggregated insights about:

• What’s happening in your organization related to each leadership capacity we’re tracking for your program(s)

• Which leadership capacities are strong or need improvement

• Coaching participants’ top strengths and growth opportunities

• Managers’ perspectives on where leaders are excelling and how they can become even more effective

360 Impact insights

Once 5 or more participants have received their 360 Impact results, you’ll get access to aggregated insights that:

• Measure actual behavior change

• Quantify how participants grew against each of the leadership capacities we’re tracking for your program(s)

• Explore the ripple effect of coaching in your organization

• Highlight what participants gained from coaching

Privacy guidelines

It’s important to us to help you and your organization understand the current state of participants’ leadership and how participants grew as a result of coaching, while protecting everyone’s privacy. We follow these guidelines:

Participant Results

• A participant’s 360 Feedback and 360 Impact results stay private within the coaching partnership and are only seen by the participant and their coach. Torch may also see a participant’s results if needed to resolve a customer support issue.

• Manager feedback is not anonymous, but all colleague feedback is.

Program Reporting

• We require a minimum of 5 participants with released results before you can view program reporting on 360 Feedback or 360 Impact insights. This translates to at least 5 self-reflection and 25 feedback provider responses for each report.

• Aggregated and anonymized coaching trends are shared with your organization, but participants’ and feedback providers’ identities are never disclosed.

• No verbatim feedback is included in the 360 Feedback report. For 360 Impact, participant responses to the “What’s the most significant thing you have learned in coaching? How has it made an impact for you at work?” question are shared verbatim but anonymously.
  
  

FAQs

Find answers to the most common questions about Torch 360 below.

• Why a two-point scale for leadership capacity ratings? The “Strong” and “Area for improvement” scale is designed to make feedback as direct and actionable as possible. 360 Feedback is meant to help participants and their coaches immediately prioritize focus areas without the overhead of interpreting a complex numerical scale.

• When can participants access their results? To protect privacy, 360 Feedback and 360 Impact results are only released once a participant has received at least 5 responses. After the 5-response minimum threshold has been met, the results are auto-released once all invited colleagues have submitted feedback or 21 days have passed since the invitations were sent.

• Are feedback providers kept anonymous? In participants’ results, manager feedback is not anonymous, but all other colleague feedback is. In your program reporting, all feedback is anonymous but you’ll be able to view aggregated insights from managers and colleagues separately.

• Who is the feedback shared with? A participant’s 360 Feedback and 360 Impact results stay private within their coaching partnership and are only seen by the participant and their coach. Aggregated insights are shared with you in program reporting.