Self-image
How the leader or participant understands their own patterns, strengths, drivers, obstacles and reactions.
Nova 360
When the leader’s own picture meets the experience of others.
Nova 360 makes development clearer, braver and more useful. The leader does not only see their own profile, but also how behaviour lands with others in daily work.
Three pictures that make leadership more reality-based.
In Nova 360, self-image, outside view and change picture are connected. That makes the conversation more precise and creates a clearer path from insight to action.
Outside view
How others experience leadership, communication, responsibility, collaboration, trust and impact in daily work.
Change picture
Which behaviours need to be practised, followed up and turned into concrete development over time.
How it works
From analysis to practised movement.
The process is safe, structured and personal. It is built on experienced interpretation, high integrity and clear steps for behavioural change.
Deep individual analysis
The leader starts with their own analysis, making patterns, strengths, drivers, reactions and development areas visible.
Anonymous 360 reflection
Relevant people around the leader are invited to give feedback on how the leadership is experienced in daily work.
Interpretation session
Self-image and outside view are connected in a coached conversation where strengths, blind spots and development patterns become clear.
Practice and follow-up
Feedback is translated into prioritised behaviours, concrete practice steps and follow-up over time.
What 360 adds
The 360 perspective makes Nova more concrete.
The leader gets a clearer picture of what works, what needs practice and which behaviours can create the greatest positive effect in daily work.
Balance between self-image and outside view
The leader sees the difference between their own intention and how the behaviour is experienced by others.
Greater precision in coaching
The development conversation is based on both self-assessment and the experience of others.
Identification of blind spots
Recurring patterns that affect trust, decisions, communication and collaboration become easier to see.
Clearer follow-up material
Change is connected to concrete behaviours that both the leader and the surrounding people can recognize.
What the leader takes with them.
The report does not only show numbers. It helps the leader understand what works, what needs development, which behaviours should be practised and how follow-up should happen. The dashboard makes movement more visible over time.
- Deep individual analysis
- Self-assessment
- Anonymous feedback from relevant people
- Clear numeric picture and gap analysis
- Confirmed strengths and blind spots
- Inhibiting behaviours to watch
- Concrete development priorities
- Practice steps for 7 to 14 days
- Dashboard for action plan and weekly follow-up
- Follow-up conversation with leadership trainer
Further reading
Do you want to see whether Nova 360 fits your role or organisation?
Book a first conversation. We go through needs, setup and the right level of feedback.