LSA®
Leadership Self-Awareness®
How does the leader see themselves, and how is their leadership experienced by the people around them?
LSA® systematically connects self-assessment, external perspectives and the four levels of leadership responsibility. This turns the gap between intention and impact into a concrete focus for development.
Answers the stories:
Real product output
LSA®: four leadership levels and a context for development
See how the product turns measurement into a clearer reading and a next move.
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Turn the pages or swipe them aside.
What you gain
A leader who sees themselves the way others see them
What you can strengthen
a better calibrated leadership self-assessment
a clearer sense of readiness for the next level
a more mature conversation about strengths and development
a concrete plan and action agreement
Where you may be losing
decisions based only on self-perception
a gap between intention and impact
success in the current role that hides a future risk
a 360 result with no development afterwards
Benefits
What does this mean for you?
We turn the depth of the product into decisions and actions you can put to work.
1
A multi-perspective reading
You see your own perspective and the relevant external reflections side by side.
2
Four levels of leadership
You connect current behaviour with the different kinds of responsibility, from self-leadership to strategic leadership.
3
A sharper development focus
Matches and gaps steer the conversation to a small number of specific areas that can change your impact.
4
Development agreement
The process ends with concrete actions, support, resources and a deadline, not with a report filed away.
What you get
Self-assessment, external perspectives and an action agreement
Self-assessment
How the leader sees their own potential and behaviour.
External perspectives
How their impact is experienced by the relevant groups.
4 leadership levels
Self-leadership, operational, tactical and strategic leadership.
Matches and gaps
Where the points of view confirm each other and where they differ.
Development matrix
A structured conversation about potential and readiness.
Action agreement
Priorities, people, resources and a deadline for development.
After the result
Measurement is the start of the management conversation, not its end.
1
You prepare
Participants have a basis for working maturely with feedback.
2
You measure
You collect the self-assessment and relevant external perspectives.
3
You understand
You see the matches, the gaps and the next responsibility.
4
You agree
You turn the focus into concrete development and a review of what has been achieved.
Ordering
How to get it
Register and order it online from the panel, paying by card. If you already have an account, just log in. If you prefer an offer, tell us what you want to measure and we will send it to you.
Frequently asked questions