Self-image
How the leader or participant understands their own patterns, strengths, drivers, obstacles and reactions.
From self-insight to real behavioral change.
Nova Deep Insight is a practical development system for leaders and teams that makes feedback usable, trainable and followable in daily work. Self-insight, 360 feedback, team mapping, dashboards and structured follow-up are connected into progress that can be led over time.
More than an analysis
Self-image, outside view and change picture in one process.
Many tools describe personality, style or preferences. Nova Deep Insight goes further. Here, analysis is connected to how behaviors are experienced by others and what actually needs to be practiced.
Outside view
How others experience leadership, communication, responsibility, collaboration, trust and impact in daily work.
Change picture
Which behaviors need to be practiced, followed up and turned into concrete development over time.
When self-image meets the outside view, development starts from a more reality-based foundation. That is where Nova creates its strength.
Three paths to development
Nova Deep Insight can be used on three levels depending on need, assignment and organisational maturity. All three tracks have the same direction: insight must become behavior, and behavior must be followed up until development shows in daily work.
Nova Individual
For the leader who wants to understand themselves in depth and practice the behaviors that create clearer impact in daily work.
- Deep self-insight into patterns, strengths and drivers
- Coached interpretation that makes the report usable
- Concrete behaviors to practice in daily work
Nova Team
For leadership groups and teams that want to understand their collaboration, strengths and friction points.
- Individual understanding before a shared team map
- Conversation about collaboration, responsibility, energy and friction
- Clearer working agreements and next steps
Nova 360
For leaders who want a reality-based reflection of how their leadership is experienced by others.
- Self-image complemented by anonymous feedback
- Makes strengths, blind spots and development patterns visible
- Prioritized behaviors to practice and follow up
Pricing and setup
Clear pricing logic from the first conversation.
Nova Individualual has a visible price. Nova Team and Nova 360 are quoted because the setup is adapted to goals, scope and follow-up.
Nova Individual
From SEK 9,500 excluding VAT per person
For self-insight, personal analysis and individual development.
For leaders, managers and key people who want to understand their patterns and practice concrete behaviors in daily work.
Nova Team
Quoted individually
For teams, leadership groups and organisations.
Based on number of participants, goals, scope and desired follow-up.
Nova 360
Quoted individually
For 360 reflection, deeper feedback and follow-up.
Based on setup, number of participants, feedback providers and scope.
Unsure which track fits best? Start with a conversation, and we will see together whether Nova Individualual, Nova Team or Nova 360 is the right path.
The problem is not understanding.
Most organisations do not have a knowledge problem. They have a behavior problem.
There are plenty of analyses, tests and insights. Still, everyday work often looks the same: the same kinds of meetings, the same conflicts, the same energy leaks. Insight without practice changes nothing. In Nova 360, this becomes especially clear. The leader does not only see their own patterns, but also how direction, responsibility and trust are experienced by others.
The process
How the process works
From start and target picture to follow-up and deeper work if needed.
1
Start and target picture
2
Analysis
3
Personal interpretation session
4
Choice of development area
5
Practice period
6
Dashboard and weekly follow-up
7
Follow-up
8
Deeper work if needed
The NOVA model
The core of the system is a clear structure that makes development focused and possible to follow.
Four steps from direction to action. The model is used in Nova Individual, Nova Team and Nova 360, and leads development from current state to concrete practice and follow-up. Nothing is skipped. Nothing is rushed.
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Navigate
Create direction that is relevant and well prioritized.
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Observe
Make patterns, obstacles and triggers visible.
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Verify
Turn insight into deliberate choices.
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Act
Train behaviors in concrete situations.
The decisive part comes afterwards. When behaviors need to change, when inner patterns are challenged, when reality becomes difficult. That is where Nova Deep Insight really works, and where real results are created. In Nova 360, Observe and Verify become especially strong, because self-image can be tested against how others actually experience the leadership.
What the analysis makes visible. Three connected layers.
The NOVA model is the process. This is the lens. Three practical layers that together show where the leader’s behavior originates and where it can change. When Nova Deep Insight is used as Nova 360, the analysis is complemented by others’ view of how the patterns show up in daily work.
Communication styles
Big Five
Drivers
How the leader actually acts in conversations, both when things go well and under pressure. The mapping is based on established communication psychology and adapted to Nordic working culture. In Nova 360 it also becomes visible how communication lands with others.
- Four primary styles and how they shift under pressure
- How the leader is received by other styles
- How direction, clarity and listening are experienced in daily work
- Concrete switching strategies for difficult conversations
An established model for understanding personality traits through five dimensions. In Nova, it is used as nuanced material for leadership and collaboration. 360 adds an extra reflection of how patterns are experienced in real relationships.
- Openness, conscientiousness, extraversion, agreeableness, neuroticism
- Decades of research on work-life outcomes
- Reflection of how behaviors are experienced by others
- Interpreted through a leadership lens, not a clinical one
What truly keeps the leader moving and what drains energy. Identifies mismatch between stated values and daily choices. In Nova 360 it becomes clearer how drivers affect responsibility, priorities and execution power.
- Intrinsic versus extrinsic motivation
- Values anchored in concrete work
- How drivers show in decisions, responsibility and follow-up
- How drivers change over a career
Results you can notice
When behaviors truly change, something concrete happens.
At individual level, in the team and across the organisation, in that order, because that is how the effect actually spreads. With 360 follow-up, development becomes easier to follow without losing integrity.
Individual
Gains clearer direction, more deliberate choices and a more consistent line of action, not only on good days. With 360, the leader also sees how their leadership is actually experienced in daily work.
Team
Builds better collaboration, fewer misunderstandings and stronger trust. Conflicts surface and are resolved instead of being moved around. 360 can create a more honest conversation about collaboration, responsibility and trust.
Organisation
Gets clearer direction, better decisions and more energy in the work that matters, instead of losing it to ambiguity. Follow-up over time can show development patterns without exposing sensitive individual answers.
From insight to practice
What is measured should also be trainable.
Nova Deep Insight does not stop at describing who you are. The analysis helps you choose concrete behaviors to practice in daily work, so development becomes visible in meetings, decisions and collaboration.
- Ask two questions before giving advice
- Pause before making decisions when the pace increases
- Choose fewer priorities and follow them up more clearly
- Delegate with frame, mandate and checkpoint
- Invite the right people earlier
- End meetings with responsibility, mandate and next step
- Follow development longer than the first burst of enthusiasm
Dashboard and follow-up
Development that becomes visible, followable and possible to lead.
The dashboard keeps leadership development from stopping in a workshop. It gathers current state, goals, practice behaviors, follow-up and next steps in a practical steering view.
Individual action plan
The leader sees current state, goals, prioritized behaviors and the next practice step in one coherent view.
Weekly follow-up
Development is followed over time so insight does not stop in one conversation or workshop.
NOVA assessment
Navigate, Observe, Verify and Act become concrete development areas that can be revisited.
KPIs for behavioral movement
Practice behaviors, follow-up and perceived movement can be gathered into indicators that make development closer to the business.
Board view and KPIs
When leadership development needs to be close to the business.
For CEO, owners and board, development can be followed on an aggregated level. The focus is direction, status, prioritized behaviors and movement over time, not sensitive individual details.
Aggregated overview
CEO, chair and board can follow development on an aggregated level when the assignment requires it.
Integrity at the center
The board view is about direction, status, prioritized behaviors and next steps, not sensitive raw data.
Better leadership dialogue
The material makes it easier to talk about culture, responsibility, execution power and the effect of leadership.
Customer value
The value becomes clear on several levels at once.
Nova connects individual development, team collaboration and the organisation’s need for clearer responsibility, better conversations and more sustainable execution power.
For the leader
The leader gains better self-insight, understands how behaviors land with others and chooses concrete practice behaviors that can be followed up over time.
For the team
The team gets a shared language for strengths, friction, responsibility and expectations. Conversations become more concrete and less personally charged.
For the organisation
Leadership development becomes easier to follow, lead and connect to responsibility, behaviors and execution power.
For board and owners
Development can be followed on an aggregated and ethically responsible level without entering sensitive individual details.
The difference from traditional analyses
Nova goes beyond the report.
Traditional analyses can give valuable self-insight. Nova Deep Insight takes the next step by making insight practical, reflected, trainable and followable.
From profile to practice
Self-insight becomes valuable when it shows in the leader's actual behavior.
From report to behavior
The report becomes the start of practice, conversation and follow-up, not the end of the process.
From workshop to follow-up
Development is kept alive through dashboard, weekly follow-up and next practice steps.
From personal development to organisational movement
Individual development is connected to team collaboration and the organisation's ability to execute.
Built on real leadership situations
The analysis is connected to meetings, decisions, difficult conversations, priorities, collaboration and responsibility in daily work.
Goes beyond the report
The report is not the endpoint. It is the starting point for conversation, practice, action plan and follow-up.
Protects integrity
In Nova 360, feedback is used for development, not for control or public judgement.
Makes development followable
The dashboard makes it possible to follow current state, goals, practice behaviors and progress over time without exposing sensitive raw data.
Background
Why I created Nova Deep Insight
Many leadership programs create inspiration. Fewer create real movement. After many years of working with leaders, teams and organisations, one thing has become clear: insight is not enough. Development starts when analysis, reflection, practice and follow-up are connected in one coherent process.
Torbjörn Källström, Founder and Creator of Nova Deep Insight
Read the background to NovaCases
Anonymised examples from leaders, teams and Nova 360 processes.
The examples show common situations where insight needs to become conversation, responsibility, practice and follow-up. They are anonymised to protect customer integrity.