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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 behaviours that can be practised, 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.

  1. Navigate

    Create direction that is relevant and well prioritised.

  2. Observe

    Make patterns, obstacles and triggers visible.

  3. Verify

    Turn insight into deliberate choices.

  4. Act

    Train behaviours in concrete situations.

The decisive part comes afterwards. When behaviours 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 behaviour 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 behaviour 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 behaviours 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 prioritised behaviours, action plan and follow-up.

  1. 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.

  2. 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.

  3. 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.

  4. 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 behaviours, 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, prioritised behaviours 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.

Development indicators

Practice steps, self-assessment, feedback and observed behaviours are kept separate and can be followed over time.

Example view with demo data

From assessment to visible progress

Nova starts with an assessment, but does not end there. The dashboard connects the current state, desired state, priority behaviours, practical training and recurring follow-up.

Current state

5.8 out of 10

Desired state

7.5 out of 10

Development area

Clearer delegation

Behaviour to practise

Agree mandate and expected result

This week’s practice

Three delegation conversations

Self follow-up

2 of 3 completed

Perceived progress

+0.7

Next action

Follow up without taking over

Next conversation

12 September

Development over time

Stable positive direction

The value lies not only in what the assessment shows. The participant and leadership trainer can follow how insight becomes concrete development. When expressly included in the assignment, the organisation can follow agreed indicators without access to sensitive individual data.

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 behaviours that can be practised.

5
dimensions that provide a nuanced foundation
3
layers connecting person, communication and drivers
~30 min
to answer calmly

Methodological foundation

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, behaviour and results.

Builds on established knowledge in personality, feedback, goal setting, coaching and behavioural change.

Developed through practical work with leaders, teams, CEOs and boards.

Uses the report as development material for dialogue, responsibility, behavioural practice and follow-up.

Keeps completed practice steps, self-assessed development, feedback from others and business measures separate.

Research and method foundation

Established knowledge, clear scope and practical application.

Read how Nova builds on the Big Five, feedback, coaching, goal setting and behavioural change without simplifying people or overstating validation.

Read about research and method

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, prioritised behaviours 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.

Read more om bakgrunden

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