What about LMAP makes it unique from other assessments?

LMAP has a powerful, compelling impact on executives – certainly not the typical executive’s response to a 360. Rooted in an empirical model that also appeals to common sense, LMAP focuses on the personality and behavioral aspects of leadership not addressed by other assessments. LMAP Reports explain a leader’s assessment results in a conversational, plain-language narrative that brings leaders to new insights about their personality and behavior, and provides personalized, clear and practical recommendations for development.

The head of Investor Relations for a Fortune 100 Chemical Company completed LMAP at the Yale CEO College (6/2010), proactively referred LMAP to his firm’s head of Organizational Development stating, “After having gone through many 360s over the years, LMAP is the best I have used.”

What evidence is there to show executives develop new insights and change their behavior as a result of using LMAP Assessments?

The research – including Marshall Goldsmith’s 1990’s studies on post-360 follow-up – show that a 360 feedback report can serve as the beginning, but never the end, of a successful leadership development process because no matter how compelling a 360 Report, it is only a starting point for a leadership development process. With this in mind, we developed LMAP Pulse – a web-based, post-LMAP 360 survey to measure a leader’s progress implementing his or her Leadership Development Goal. LMAP Pulse is not a reassessment – it is a targeted survey of behavioral change.

Click here for more information on LMAP Pulse.

Can LMAP 360 be used in a corporate culture lacking transparency?

Yes. LMAP assessments have been successfully implemented in every kind of corporate culture. The LMAP process can be the catalyst for significant transformation with individuals and teams.

Why does LMAP measure these 13 traits in particular?

Factor analyses conducted by researchers over the last fifty years have consistently yielded five to fifteen distinct personalities. The most often cited personality model in academia and Organizational Psychology applications is the Big Five Personality Model, which features five core traits: Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. LMAP assessments map on to the Big Five as well as other reputable assessments.

For an in-depth explanation of the 13 LMAP traits and the research supporting their use and validity please see the LMAP Methods & Statistical Findings.

Why measure personality/behavior traits instead of competencies?

The principals at LMAP have extensive experience building (and using) competency 360s for a broad range of fortune 100 companies. Our experiences and research have shown that the most powerful way to help leaders and managers become more effective is to measure and provide compelling narrative feedback on the personality characteristics/behaviors that drive effectiveness.

In Good to Great Jim Collins observes great leadership requires “transcending the curse of competence” because IQ, technical training and experience, and job competencies are necessary but are not sufficient for great leadership. Great leadership requires EQ – the interpersonal and intrapersonal (self-management) behavioral styles that LMAP measures and, in the LMAP Report, launch an engaging dialog with the reader/leader in a way that 360 reports based on competencies simply cannot do. That’s why LMAP assessments commonly elicit comments from participants such as these:

“The LMAP was the best value added feedback that I have ever received. I think it should be used internally for all … Great developmental tool.”

“Fantastic. The LMAP material and the way that they communicate it made me do a lot of thinking. I like the way that they so effectively pointed to the next steps.”

“The LMAP was an eye opener for me and created a real buzz in the group. We have tried all sorts of things, but this LMAP approach gets to the root cause.”

“LMAP provides great insight into how others see you …the way some of the descriptions were written, LMAP appeared to know me better than I know myself.”

“The entire training was wonderful. It was the best training that I have ever taken…”

Read more about what our clients, participants and academic partners say about LMAP assessments here.