The LVI 360 survey is a confidential assessment tool that provides leaders with feedback about what and how to improve specific behaviors and skills that drive business results, as well as the overall ability to read and respond to change—and handle the unknown and unknowable challenges that lie ahead. Peers, direct reports, customers, suppliers, other external stakeholders, the leader’s direct manager as well as other leaders provide their feedback. The leader is rated in areas such as versatility, taking charge, decisiveness, empowerment, supportiveness, strategic direction, innovativeness, execution, focus, team morale, engagement, cohesion, vitality, and productivity. The leader also rates themselves in these areas.

Benefits

• Feedback is clear and actionable: do less of this, more of that.  The Too Little / Too Much scale lets leaders know when they’ve crossed that line. It also tells leaders what they’re doing right – and what they could emphasize more to have an even greater impact.
• Feedback is nonjudgmental: whereas being rated on a 5-pt scale feels like being graded, the TL/TM scale is more like advice from coworkers about how to be even more effective, which reduces defensiveness and encourages a growth mindset.
• The LVI assesses the opposing but complementary behaviors required for effectiveness. It resonates with leaders because they recognize the tensions and tradeoffs that make their job a balancing act.
• Provides feedback on how you lead(interpersonal style) and what you lead (organizational focus)
• Items are written as very specific behaviors to provide precise guidance for exactly what changes to make
• The survey uses artificial intelligence prompts to guide respondents to provide better written feedback

Participant Insights Gained

• Versatile leaders are able to read and respond to change with appropriate and effective behaviors
• By doing less of what they overdo, more of what they underdo leaders learn to become more versatile
• Versatility is statistically related to employee engagement, team agility, business unit productivity, and more. As the world has gotten more VUCA, versatility has played a stronger role in effective leadership
• Shows the leader which changes in their behavior will improve performance.

Structure

• The leader identifies all of his 360 raters and puts them into specific groups for comparison purposes.
• Open Ended Questions can be customized to elicit feedback on leadership behaviors that are most pertinent to the leader and the organization.
• The LVI 360 is administered via an on-line, confidential portal by Excellerate Solutions and Kaiser Leadership Solutions (designer of the LVI instrument).
• After all rater data is received, a comprehensive report is generated with easy-to-understand graphs reporting “too much”, “too little”, and “just right” results as well as rater comments to the open-ended questions.
• The LVI report is reviewed and discussed in a private coaching session. The leader creates a leadership development plan based on the feedback received.
• A Progress Report feedback survey is highly suggested after 6 – 9 months to measure the leader’s progress (using the same raters and groups) and to identify additional areas for development.