How It Works

A quick look at the key components of the LVI

360 feedback, totally reimagined for the modern world

The LVI is built around a patented Too Little / Too Much rating scale. Using this scale, the leader, working with their coach, can quickly distinguish their strengths from their strengths overused — as well as those areas they need to strengthen further to be more effective. These insights empower the leader to create a development plan for expanding their versatility and elevating their impact.

U.S. Patent No. 7,121,830

Survey

First, we get input from the leader and their full circle of stakeholders. Everyone receives a link to an easy-to-use, mobile-enabled survey which most people complete in 10-15 minutes.

Feedback

Survey results are organized to show how the leader balances Forceful and Enabling behaviors as well as Strategic and Operational activities. Communicated in simple graphics, the feedback helps the leader quickly see a clear picture of what they are doing well — and what they may need to adjust to strike a better balance.

Development Plan

After reviewing their LVI report, the leader creates a development plan. Based on a new understanding of their strengths, including strengths overused and the need to strengthen more, the plan specifies what they will do more – and less – to become a more versatile leader.

Report Out

The development plan is shared with all who provided feedback, so that they know they were heard, understand what behavior changes to look for, and can offer tips and suggestions. This team approach to development reinforces a culture of continuous improvement.

Progress Report

Several months later, coworkers can provide feedback on the leader’s progress via a mini-360 that is customized to the leader’s development goals. This creates an ongoing process that generates momentum through feedback about improvement and feedforward that pinpoints how to continue getting better.