Develop managers
Explore communication, delegation, support and delivery. Agree specific behaviors to practise and review them in regular development conversations.
Using TSQ at work
A Practical Tool for Management and Leadership Development
360 degree feedback brings together observations from people who work with a manager in different settings. Use TSQ to structure a development conversation, rather than relying on the manager’s self-assessment alone.
Support executive coaching
Compare the leader’s view with colleagues’ experiences. Use recurring themes and examples to choose focused coaching goals.
Inform leadership programs
Give each participant a structured feedback report to discuss with a coach or facilitator and use in their personal development plan.
TSQ records perceptions of workplace behavior. It is not an ability test or a stand-alone prediction of leadership potential. If used in succession or internal selection, consider it alongside other relevant evidence and explain that purpose to participants and assessors.
Planning your program
How HR Teams and Coaches Run a TSQ Survey
Set the purpose and prepare participants
Explain why feedback is being collected, who will receive the report and how it will be used. Ask participants to secure assessors’ agreement and prepare their names and email addresses before starting.
Choose people who can observe the behavior
Invite up to ten colleagues from relevant working relationships. Select people with enough recent experience of the participant to provide useful feedback, rather than only those likely to give favorable ratings.
Manage invitations and completion
The system emails invitations and reminders. The user manual describes a default ten-day feedback period, which the administrator can adjust. The dashboard supports response monitoring and changes to assessor details.
Arrange feedback and follow-up
Choose whether reports go to the administrator, participant or both. Arrange a feedback discussion, agree one or two priorities and set a date to review progress.
How the process works
From Self-Assessment to Focused Development
TSQ is a managed feedback process involving the participant and the people who work with them. The report becomes available when the feedback process is complete.
Complete the self-rating
The participant assesses their performance against the competency framework.
Nominate coworkers
Up to ten bosses, peers, direct reports, customers, mentors or other coworkers are invited.
Collect feedback
Assessors provide competency ratings and may add written comments and suggestions.
Generate the report
At the completion deadline, the system generates the report comparing self-ratings with coworker feedback.
Review and act
The participant identifies patterns and selects one or two realistic development priorities.
Who contributes
Feedback from Different Working Relationships
The TSQ brings together perspectives from people who observe the participant in different situations and roles.
Participant
Provides the self-rating against which coworker feedback is compared.
Bosses and managers
Contribute perspectives on delivery, leadership, judgment and organizational impact.
Peers
Describe collaboration, communication and behavior within lateral working relationships.
Direct reports
Provide insight into leadership, support, empowerment and day-to-day management.
Customers and partners
Add relevant external or cross-functional perspectives where appropriate.
Written comments
Add examples, explanations and suggestions that give context to numerical ratings.
Applications
For Organizations, Practitioners and Individual Participants
Organizations and practitioners
Use TSQ in coaching, leadership development, assessment and development centers, succession planning, team development and learning programs. Administrators can use the standard framework or discuss a customized survey.
Use TSQ in an OrganizationIndividual participants
Complete a self-assessment, invite up to ten coworkers and receive a structured report when the feedback process is complete. The £60 price covers the participant and nominated assessors.
Start the TSQ — £60Standard competency framework
Five Factors and 25 Leadership Competencies
The standard TSQ framework provides broad coverage of management, leadership and workplace performance.
Managing Change
Initiative, risk taking, creativity and innovation, adaptability, and strategic thinking.
Planning and Organizing
Analytical thinking, decision making, planning, quality management, and financial management.
Interpersonal Skills
Communicating, listening and supporting, relating and networking, teamwork, and emotional awareness.
Results Orientation
Achieving goals, customer focus, business awareness, learning orientation, and written communication.
Leadership
Authority and influence, motivating and empowering, developing others, coping with pressure, and ethics.
The feedback report
Turn Multiple Perspectives into Useful Feedback
The TSQ report shows where self-perception and coworker experience converge or differ without treating any one rating as a definitive judgment.
Self and average coworker comparisons
Results by assessor relationship
Detailed factor and competency profiles
Recognized and hidden strengths
Possible blind spots and development needs
Anonymized written comments
Interpreting written comments: Comments add examples and context but may express an isolated perspective. They should be considered alongside recurring numerical patterns and other comments, without trying to identify their source or infer a respondent’s motives.
Standard or customized
Use the TSQ Framework or Your Own Competency Model
The standard survey covers 25 universal management and leadership competencies. Organizations can also tailor factor names, competency content and language to reflect their own framework and development priorities.
Standard framework
A ready-to-use five-factor model with broad management and leadership coverage.
Customized content
Factors and competencies can be aligned with organizational language and expectations.
Consistent reporting
The comparative self and coworker structure remains central in either form.
Interpretation principles
Feedback Is Evidence, Not a Verdict
Ratings reflect how behavior is perceived by different people in different working relationships. Interpretation should emphasize patterns, context and constructive action.
Look for recurring patterns
Give greater weight to themes that appear across several assessors, groups or sources of evidence.
Explore differences carefully
Self–coworker and group differences may reflect context, opportunity to observe or differing expectations.
Avoid overinterpreting
Do not treat one rating or comment as a confirmed conclusion about ability, motive or character.
Optional AI-assisted exploration
Explore TSQ Feedback More Deeply with AI
ChatGPT or another capable generative AI tool can help participants and practitioners examine the report while continuing to use its ratings, definitions and comments as the primary evidence.
- Compare self-ratings with coworker ratings
- Examine differences among respondent groups
- Identify recognized strengths, hidden strengths and possible blind spots
- Group comments into recurring and isolated themes
- Develop one or two focused priorities and practical actions
Ratings and comments reflect respondents’ perceptions rather than objective findings. AI should not guess who wrote a comment, infer motives or conflicts, judge whether a respondent was truthful, or treat an isolated view as a confirmed pattern. The report, relevant context and professional judgment remain essential.
Clear survey pricing
360 Degree Feedback Pricing for Organizations
Standard TSQ survey prices are shown in GBP per participant. Each survey covers the participant’s self-assessment, feedback from up to ten nominated coworkers and the resulting feedback report. The organizational ordering page shows the price for your chosen quantity.
| Number of surveys | Price per survey |
|---|---|
| 1–20 | £60 |
| 21–50 | £55 |
| 51–75 | £49 |
| 76–100 | £42 |
| 101–200 | £34 |
| Over 200 | £25 |
For an individual participant, the standard survey costs £60. For a customized competency framework or help planning a program, contact us to discuss requirements and any applicable costs.
Start the feedback process
Choose the TSQ Route That Fits Your Purpose
Organizations and practitioners
Purchase and administer TSQ surveys for employees, clients, leaders, teams or development groups using the standard or a customized framework.
Open an AccountRequest a free trial or discuss customization →Individual participants
Complete your self-rating, nominate up to ten coworkers and receive the report when the feedback process is complete. The total price is £60.
Start the TSQ — £60View the example report →Supporting materials
TSQ Resources
Example Report
Review self and coworker comparisons, assessor patterns and written comments.
View report →User Manual
Review administration, frameworks, reporting and good-practice interpretation.
View manual →Preparation Guide
Understand the process and guidance for participants and nominated assessors.
View guide →TSQ Presentation
View a short introduction to the purpose, operation and reporting process.
View presentation →AI Analysis Guide
Explore 360-degree feedback reports responsibly with ChatGPT and similar tools.
View guide →Your questions answered
360 Degree Feedback FAQs
What is 360 degree feedback?
360 degree feedback combines a participant’s self-ratings with observations from people who work with them, such as managers, peers and direct reports. TSQ compares these perspectives across management and leadership competencies to support development.
Who is the TSQ designed for?
TSQ can be used by organizations, HR practitioners and coaches working with managers and leaders, or by an individual who wants feedback from colleagues. It is particularly useful when the purpose is coaching or management and leadership development.
How many coworkers can provide feedback?
A participant can nominate up to ten coworkers. Choose people with relevant experience of the participant’s work and ask for their agreement before entering their details.
How long does the process take?
Each questionnaire typically takes 5–10 minutes. The manual describes a default ten-day period for collecting coworker feedback, which the administrator can adjust. The report is generated at the completion deadline; it is not an immediate self-assessment report.
Is the feedback anonymous?
Assessor names are not shown in the report, but ratings are labelled by relationship category. Small groups, distinctive comments or specific examples may make an assessor recognizable, so confidentiality should be explained realistically.
Can we use our own competency framework?
Organizations can customize the framework to reflect their own competencies and language. Contact MySkillsProfile to discuss the scope, setup and any applicable costs before purchasing a customized program.
Can I see a sample report before buying?
Yes. The example report linked on this page shows self and coworker comparisons, competency profiles and written comments, so you can review the format before deciding.
How does TSQ differ from a leadership potential assessment?
TSQ gathers observations of behavior from the participant and coworkers. The Leadership Potential Indicator is a self-report questionnaire. The instruments provide different perspectives; choose according to your purpose and the evidence you need.
Explore the Leadership Potential Indicator Read Our 360 Feedback Guide
Ready to Start a TSQ Feedback Process?
Open an organizational account to manage feedback for others, or begin an individual TSQ and invite your nominated coworkers.
For OrganizationsStart the TSQ