A soft copy of the individual PDF report is included in the 360 administration fee.
The standard Thornhill 360° reports use the Head, Heart and Hands model, which reflects an eclectic perspective on leadership effectiveness, designed to make intuitive sense, cover the most important aspects of observable leadership, and thus to be most useful in management development.
Thornhill provides individual reports, generated in real-time, for the managers/leaders receiving feedback. The report provides leaders with anonymous feedback from their managers, peers, direct reports, and others. The leader also rates him/herself to provide a comparison that helps to increase self-awareness and facilitates development. The report provides a detailed breakdown of responses, organised by the rater category.
These reports provide an overall profile and a detailed analysis of the ratings on each item, plus comparison tables to identify trends.
Additional report features:
The items in the graphs and tables are ranked in descending order from those rated most highly by all raters at the top of the page, so that the leader can see easily which resources to draw on to be most effective.
At least three people (other than the participant) need to provide feedback before a report can be generated. The more responses received, however, the more likely you are to generate a rich report.
Note that to preserve anonymity, the report will only display a category if there are at least three raters in that category. The exception to this is the manager, who may choose whether to have his/her responses displayed separately or, if not, combined with the others. Furthermore, the report will not display a category if it leaves an isolated rater whose responses could consequently be calculated.
The comparison report is a third individual report, which is used to compare two individual reports generated at different times. It shows changes which have taken place since the first administration so that one can easily track progress.
Thornhill offers two different kinds of feedback for use by a team.
Group Summary Report
The Group Summary Report is created in a format similar to the individual report and shows combined average scores. This is used to determine the overall strengths and development areas of the team/group, rather than the individual.
Discussing the overall group results and trends in a team feedback session is valuable for developing organisational objectives.
When the individual members of a team have received individual 360° feedback, they have the option of reviewing together the profile of the whole team, highlighting behaviours where on average they have all received relatively high ratings, and those behaviours on which they have been rated lower. This indicates the relative strengths of this team as seen by their peers and those who report to them, and leads to a discussion of what they can do to harness their strengths and allow for their weaknesses in working together and creating the impact they wish to have as a team.
This session is run by a Thornhill facilitator and typically lasts for 90 minutes. The report shows averages of all the feedback they have received. No one member’s individual strengths or development areas are revealed and confidentiality is thus maintained. During the discussion members of the team may choose to raise specific feedback they received in their 360s, but that is not required and is not the aim of the session. The aim is to understand how they come across as a group. Typically this would be of interest to a leadership team who want to know how their leadership comes across to others in the organisation.
The main value in the session is the opportunity to review together what their performance impact is as a team and to come up with steps they can take jointly to function more effectively. It complements and follows the personal feedback each has received.
The process would typically be as follows:
Thornhill’s Team Questionnaire
We also offer a standard questionnaire and administration for teams.
An entirely different approach, that involves feedback within the team only, is to complete the Thornhill Team Performance Review. We also have a version for virtual teams.
– Review of team effectiveness
– Team roles
– Individual behavioural feedback
This is designed specifically for use within teams and is different from individual 360 feedback, although it does include individual feedback on team roles and contributions.
Members of the team complete a questionnaire in which they review the effectiveness of the team as a whole, followed by open-ended comments on each member and then three tables to identify what behaviours and roles each member contributes. Each member receives a personal report which contains a shared section covering the team’s performance as a whole, plus a private section describing how team members viewed that team member’s role and contribution.
The Thornhill facilitator then takes the team through a two-hour process in which each member’s profile is discussed, feedback clarified, and connections made to how well the group functions when working together, after which the team is helped to identify action steps for how the team can function more effectively in the future.
This approach is focused on how the team operates as a group and does not include feedback on performance from others outside the team. It is helpful when effective team work is required.
The steps are typically: