Method

The NOVA model leads development from current state to action.

In Nova Deep Insight, analysis is the starting point for development, not the endpoint of a result. That is why the system combines deep analysis, clear direction, concrete practice and follow-up. The model is used in Nova Individual, Nova Team and Nova 360, always with the same direction: insight should become behaviors that can be practiced, followed up and noticed in daily work.

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.

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 measures

Three connected layers.

The NOVA model is the process. This is the lens. Three practical layers together show where the leader’s behavior originates and where it can change. In Nova Individual, the personal profile becomes visible. In Nova Team, the patterns become a shared map. In Nova 360, the analysis is complemented by how behavior is experienced in real relationships.

Communication styles

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

Big Five

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

Drivers

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

How the process works

Development starts with direction and current state. Patterns then become visible, feedback is tested against reality and insights are translated into practice. In Nova 360, anonymous feedback is added as material for prioritized behaviors, action plan and follow-up.

First conversation
45 min
We clarify what you want to achieve. The conversation is advisory and concrete, focused on whether Nova Deep Insight is the right tool for you right now.
Analysis
~35 min for you
You complete the analysis calmly at home or at the office. No trick questions, no time limits that force stressed answers. With 360, self-assessment is complemented by anonymous feedback from relevant people. The result is processed into personal material.
Interpretation session
90 min
We go through the report together. You ask questions. We translate numbers into patterns, and patterns into specific situations in your daily work.
Implementation
ongoing
You get a concrete experiment to test for four weeks. Then we follow up, adjust and continue, or let it go. Change takes longer than one conversation.

After the insight

The difference is what happens after the insight.

A test can create recognition. Nova should create direction, language, practice and change. The report is the starting point for work that should be visible in meetings, decisions, conversations and follow-up.

A test can create recognition. Nova should create direction, language, practice and change.

A report can describe the current state. Nova helps the leader or team do something with it.

Leadership does not change because of an analysis in itself, but because of what the leader does with the insight.

Teams develop when they get language for patterns that otherwise become personal, charged or unclear.

360 feedback should be respectful, safe and useful.

Nova connects self-insight, outside reflection, team dialogue and follow-up in one coherent process.

Dashboard

Follow-up makes development steerable.

The dashboard gathers what is often lost after an analysis: current state, goals, practice behaviors, weekly follow-up and next steps. It makes development easier to lead without making the process cold or technical.

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.

Why Big Five

Big Five, also called the five-factor model, is one of the most established models for describing personality traits. In Nova it is used as nuanced material for reflection, conversation and development.

The model becomes valuable when it is connected to real leadership situations. That is why the analysis is translated into meetings, decisions, difficult conversations, responsibility, collaboration and behaviors that can be practiced.

dimensioner som ger ett nyanserat underlag

layers connecting person, communication and drivers

~30 min

to answer calmly

Praktisk evidens

The method is tested in real leadership situations.

Nova Deep Insight is built on established development principles, but the strength lies in application. In work with leaders, teams and boards, insight must become responsibility, behavior and results.

Built on established principles within self-insight, feedback, behavioral change, coaching leadership and systematic follow-up.

Developed and refined in work with leaders, teams, CEOs and boards where progress needs to show in daily work.

Uses the report as a basis for conversation, responsibility, behavioral practice and follow-up.

Creates practical evidence by following what the leader and team actually practice, adjust and return to over time.

Styrelsevy

Overview without compromising integrity.

When the assignment requires it, board, owners or CEO can follow development on an aggregated level. It creates better dialogue about leadership, culture, responsibility and execution power.

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.

Torbjörn’s perspective

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.

Do you want to see what the method looks like for you?

Book a short first conversation without obligation. We decide whether it is the right tool.

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