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Why a Personality 360?

The central challenges for leaders are rarely discrete competency deficits or gaps, but in using self-management and interpersonal behaviors important central to leadership. In executives, personality and character traits either drive or derail performance in leading teams of talented professionals – most with their own personality issues. 

  • Recent Chief Executive survey found that CEOs are hired primarily based on IQ, results drive, and business expertise; they were fired because they lacked team building, encouragement and EQ.

  • 2015 HBR/Harris Poll found 91% of leaders performance is undermined by micromanaging, bullying, narcissism, indecisiveness; a “striking lack of emotional intelligence kills performance.” 


Most personality assessments are self-assessments that reflect internal facets of personality. But team members interact with leaders based on perceptions of their behavior, not the leader’s intentions. Robert Hogan says that “it is empirically well established that people’s self-stories are only tangentially related to their past performances.” 

LMAP Reports: Like No Other 360

Leaders are hungry for honest, direct, intelligent actionable feedback. Most 360s generate pages of bar charts and numbers, leaving a leader to ask, “What do all these numbers mean and why should I care?“ 
People think in words, narratives and stories, especially around complex intrapersonal and interpersonal issues. LMAP Reports are plain-English narratives that emulate a coaching conversation.
One client described it as first a story about you by you and second a longer story about you by others. LMAP feedback speaks to core behaviors, character, reputation and legacy – a catalyst for many leaders to want to change the story.

Rock Solid Metrics

LMAP assessments meet or exceed American Psychological Association standards. Large normative samples, with robust reliability and validity anchor LMAP metrics and methods.
Review our published Statistics & Methods with the link below, see why we have presented at Society for Industrial and Organizational Psychology and World Congress of Personality and why academics (HBS AMP, Yale, MGSM), healthcare, science and engineering clients all vetted and approved of our work prior to selecting their LMAP 360s

LMAP Pulse: Raise Accountability, Measure Progress

LMAP Pulse sets the expectation that leaders and teams will share and act on a Leadership Development Goal (LDG). LMAP Pulse is a brief, post-360 survey that measures progress on the one targeted behavior in the Leadership Development Goal – it is not a time-consuming reassessment.  


The development of new behavioral skills, more than any other kind of skill development, requires practice, practice, ongoing feedback, and more practice. We developed LMAP Pulse because even the best 360 Report is only the beginning, not the end, of a successful leadership development process.

LMAP Pulse reinforces accountability and supports a culture of feedback. 

Passing Fad? or Tried and True?

It has become fashionable in the HR Analytics community to be “content agnostic;” to offer Just-in-Time, survey and data-dump capabilities. LMAP 360 is anything but.


LMAP reports are based on long-term, high reliability observations of how leaders behave and how those behaviors facilitate or derail performance. Our approach is content-rich, based on carefully collected and analyzed data over the last 10+ years. Built on measures with reliability and validity; large normative samples; and intelligent, content-rich narrative reports that explain the results in plain English – and why it matters. 

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