Leadership Versatility Index Model

The LVI report is structured to move from high‑level insight to detailed, actionable feedback, guiding both understanding and development. It begins with context and norms, explaining the LVI model, rating scale, and comparison group, followed by overall results that show leadership versatility at a glance (including the overall versatility score and profile). The report then drills down into the two core dimensions—How You Lead (Forceful–Enabling) and What You Lead (Strategic–Operational)—first with summary views and then with item‑level detail, distributions, and “right amount” ratings to show where behaviours may be over‑ or under‑used.

Later sections synthesise results into behaviour themes, highlight rater discrepancies, and link leadership behaviour to team effectiveness (productivity and vitality). The final section provides verbatim open‑ended feedback and overall effectiveness ratings, ensuring the report balances quantitative data with qualitative insight to support meaningful coaching and development conversations.

LVI Profile Implementation Participant Experience

Overall Profile

The LVI provides a profile summary of the participant’s overall leadership versatility, showing how balanced their leadership behaviour is across the four core dimensions (Forceful, Enabling, Strategic, and Operational) based on 360‑degree feedback.

The circular profile shows where behaviours are perceived as too little, the right amount, or too much, while the overall versatility score (expressed as a percentage) indicates how closely the leader’s pattern aligns to an ideal, well‑balanced profile—where all behaviours are used in the right amount.

For HR sponsors

Provides an immediate, non‑technical view of leadership effectiveness to inform development planning; it is intended to support development conversations and should not be used for evaluative decisions.

For Participants

Offers a neutral anchor for self‑awareness: a strengths‑and‑trade‑offs perspective that frames leadership as a matter of balance and situational fit. It supplies information to help shape reflection, discussion and any subsequent development choices without prescribing a single “right” approach.

Detailed Results

Detailed results are designed to translate the participant’s overall profile into specific, observable leadership behaviours by examining individual questionnaire items and how they are rated across rater groups.

Each item represents a concrete leadership action (for example, taking charge, asking for input, thinking strategically, or following up), and ratings show whether that behaviour is perceived as too little, the right amount, or too much. By displaying averages, distributions, and comparisons across managers, peers, and direct reports, the report helps participants see which exact behaviours are driving strengths, which are being over‑used, and which are under‑utilised, as well as where perceptions differ by audience.

This level of detail builds insight by moving beyond abstract labels to everyday leadership habits, enabling participants to recognise patterns, understand trade‑offs, and clearly identify which behaviours they need to dial up, dial down, or rebalance to increase effectiveness.

Question Items

The LVI questionnaire is made up of 48 question items, plus the inclusion of 3 open-ended questions, as well as a final opportunity for words of encouragement to the participant.

In addition, there are 6 team effectiveness questions represented by the two dimensions of Productivity and Vitality. The questionnaire takes around 30 minutes to complete. Scores and open feedback are anonymous for all non- manager groups.

Group Report

A Group LVI Report is also available and provides an aggregated view of leadership patterns across a cohort, allowing organisations to move beyond individual development to system‑level insight.

By combining individual LVI data, the group report highlights common strengths, shared over‑use or under‑use of behaviours, and variability across Forceful–Enabling and Strategic–Operational dimensions, making it particularly useful for HR sponsors and senior leaders.

Typical uses include informing targeted leadership development programmes, shaping coaching themes for cohorts or talent pools, identifying cultural leadership norms that may support or hinder strategy, and evaluating the impact of leadership initiatives over time by comparing pre‑ and post‑group profiles. Used alongside individual reports, the group report helps align personal development with organisational capability needs, ensuring leadership investment is both focused and scalable.

Implementation

Set-up: With the Leadership Versatility Index (LVI) the process begins by a certified professional submitting a completed order form to APS that outlines who the participant would like to include in their survey, when they require the survey to start and close.

Survey Launch: Based on the order form received, APS will initiate the survey as required. The certified professional can be added as an "Associate" in the LVI system if they wish to track progress in real-time.

Next Steps & Debrief: the completed survey report is emailed from APS to the Certified Professional for onward feedback to the participant.

Participant Experience

✅ Easy online access, works on desktop and mobile devices.

✅ Encrypted communications.

✅ 10 Language options.

The LVI is hosted on the Qualtrics platform (software as a service). Data is collected securely via the Qualtrics platform, which meets global data privacy and security standards including compliance with GDPR and Privacy Principles. This gives peace of mind to participants that their feedback is confidential and protected.

Participants and raters can take the questionnaire on either desktop or mobile devices.

They can choose their preferred language for completing a survey and reports can be generated in the language of your choice.

Chinese (Simplified)
Danish
English (UK)
English (US)
French

German
Italian
Norwegian
Polish
Spanish (Mexican)

FAQs

How many raters do I need?
To ensure reliability and anonymity a minimum of 5 raters is required. For best results between 8-15 evaluators.

Is the feedback anonymous?
Yes. Feedback is aggregated for all groups (expect the direct manager) to protect anonimity.

Can I customise the questions?
You cannot customise the standard 48 question items.

How long does the survey take?
The questionnaire is usually completed in 30 minutes.