An innovative rating scale “too little / too much”.
The rating scales of many feedback instruments follow an implicit “the more, the better” logic. However, managers are not only thrown off track by their weaknesses – sometimes it is their strengths that become weaknesses through overutilization. The LVI scale helps leaders recognize when they’ve crossed that line. It also shows them what they are doing right – and what they could emphasize more strongly in order to act even more effectively.
The LVI as an accelerator in leadership development.
With the areas of Forceful & Enabling (Leadership) and Strategic & Operational (Management), the LVI captures opposing yet complementary behaviors required for effective leadership. The model exposes tensions and trade-offs that make daily leadership a balancing act. The LVI helps leaders lead with greater versatility.
The LVI can be used with experts and individual contributors.
360° feedback only for managers? Not with us, because individual contributors also benefit enormously from a comparison of their self-evaluation with a feedback by others. That’s why there’s also an LVI version tailored to the specific needs of subject matter experts and individual contributors – an important group of talent who have no formal authority, but who need to continually adapt in order to successfully collaborate with and persuade others. By fostering versatility in those who don’t hold formal leadership roles, you can build more flexible and effective teams and identify versatile future leaders.
The connectivity with the Hogan Assessment Suite.
The seven-point rating scale and the 48 items can be well aligned with the dimensions of the Hogan assessments. This allows for an integration of two views and creates detailed explanations for how a person behaves and why they do it.
Read more in our blog “ONLY WHAT GETS MEASURED, GETS MANAGED – MEASURING THE DEVELOPMENT OF LEADERSHIPS WITH 360° FEEDBACKS“.