Individual & Team Feedback

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.

• The range between the highest and lowest ratings on each item is also shown.

• Certain sections of the report display an average rating for all responses received in the group of which the participant is a member – usually colleagues in their organisation. This rating can be used to compare a participant’s performance against the average result obtained for the group. Where possible, we have also included a norm for everyone who has ever taken the questionnaire, to allow a comparison between the company’s managers and the global norm.

• To facilitate the creation of a personal development plan, the report highlights strengths and development areas relative to other questions and to the average of all leaders, as well as areas where the self-rating differs substantially from the other responses.

• Priority items that participants and managers regard as particularly important for the job are also reported.

• To gain maximum learning from the feedback process, a Personal Development Plan template is included for completion to encourage action and follow-through on the important areas identified in the report.

• Development tips and suggestions, created with Kolb’s learning cycle in mind, are provided to help guide improvement.

• Open-ended questions are included because the comments written by raters provide insight into what lies behind the ratings.

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.

Comparison Report 

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.

Team Feedback

Thornhill offers two different kinds of feedback for use by a team. 

Group Summary Report (GSR) 

The Group Summary Report (GSR) 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:

1. Participants and their raters (those giving them feedback – typically their manager, their peers, and their direct reports) complete the 360° questionnaire online on the Thornhill system.
2. Participants receive their reports, usually in a one-on-one interview with a coach who helps them understand the feedback and identify personal development goals
3. After each member has had this private review, they all meet with a Thornhill facilitator to review and discuss the report of the averages of all their scores.

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.

• Team Performance Review (TPR): This questionnaire enables work teams to review how effectively they are operating as a team and also to provide feedback to each other on their typical contributions to the team process and the roles they play. It thus combines three inputs that teams find useful:

– 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:

1. Members complete one questionnaire online in which they give feedback to all other members of the team
2. The team meets with the facilitator to receive their reports and conduct the review described above.