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Nova 360

Compare your self-image with how your leadership is perceived

Nova 360 helps you compare your own view of your leadership with feedback from relevant people around you. A leadership development facilitator helps you interpret the findings and translate them into prioritised leadership behaviours, practical training, a dashboard and structured follow-up.

Book an introductory conversation about Nova 360 Read about research and method

Who the programme is for

A broader perspective on your leadership

It is difficult to see the full effect of your own way of leading. Nova 360 is for leaders who want to understand both their own starting point and how their behaviour is experienced in important working relationships.

The programme combines personal analysis and self-assessment with anonymous feedback. Its purpose is not to establish a final truth about a person. The findings are used to identify recurring patterns, explore the relationship between intention and experience and select leadership behaviours that are meaningful to practise.

Nova 360 is for leaders who want a broader and more structured basis for their development. It is particularly relevant when a leader works across several important relationships and needs to understand how their leadership is experienced from different perspectives.

The programme can be commissioned for one leader or form part of a wider development context. The participant’s privacy, the anonymity of feedback providers and the purpose of the process should be clear from the outset.

When the programme fits

Situations in which the programme fits

Nova 360 fits when a leader wants to compare their self-image with how others experience their behaviour, work through recurring feedback or recognise behaviours that influence trust, clarity and collaboration.

It may be relevant before taking on new responsibility, after a longer period in a leadership role or when the leader needs to prioritise a small number of concrete areas for development. A manager, colleagues and direct reports may be included when those relationships exist and are relevant to the purpose of the process.

What the programme includes

What the programme includes

Nova 360 includes a personal analysis and self-assessment using the Big Five as a nuanced basis for reflection, together with communication patterns and drivers. Anonymous feedback is also collected from relevant people around the participant.

The participant’s self-image and the perspectives of others are brought together in a personal report. In at least one professionally facilitated feedback review session, the facilitator helps the participant distinguish between individual comments and recurring patterns.

  • Personal analysis and self-assessment
  • Anonymous feedback from relevant people
  • Comparison of self-image and the perspectives of others
  • At least one professionally facilitated feedback review session
  • Prioritised leadership behaviours
  • Practice periods of 7 to 14 days
  • Dashboard and action plan
  • At least one follow-up session

Practical information

Practical information

Programme length
Six to ten weeks
What affects the length
Selection of feedback providers, response time, the scope of the process and the chosen follow-up
Inputs
Personal analysis, self-assessment and anonymous feedback from relevant people
Possible relationships
Manager, colleagues and direct reports when those relationships exist and are relevant
Sessions
At least one professionally facilitated feedback review session and at least one follow-up session
Practice
Prioritised leadership behaviours in periods of 7 to 14 days
Delivery
The analysis is completed digitally. Sessions can be held online or in person by agreement
Price
Quoted according to setup, number of participants, feedback providers and scope, excluding VAT
Possible additions
Travel, additional sessions and specific additions may be quoted separately

How the process works

How the process works

  1. 01

    Purpose and scope

    The purpose, relevant relationships, scope and responsibilities are clarified before feedback begins.

  2. 02

    Personal analysis and self-assessment

    You establish your own basis for reflection on the Big Five, communication patterns, drivers and leadership behaviours.

  3. 03

    Selecting feedback providers and collecting feedback

    The selection is adapted to the purpose, the leader’s relevant relationships and the conditions needed to protect the anonymity of feedback providers.

  4. 04

    Bringing the perspectives together

    The participant’s self-image and the perspectives of others are brought together with a focus on recurring patterns and development.

  5. 05

    Professionally facilitated feedback review session

    A leadership development facilitator helps you understand the findings, test possible interpretations and prioritise leadership behaviours. The conversation combines support with respectful challenge.

  6. 06

    Practice periods

    Selected behaviours are practised in periods of 7 to 14 days and recorded in the dashboard.

  7. 07

    Structured follow-up

    Experience, changes and next steps are explored in at least one follow-up session.

What is practised

What you practise

Practice focuses on the leadership behaviours that become most relevant when self-image is compared with how others experience the leader’s behaviour. It may involve making expectations clearer, creating more space for others, following up decisions or handling difficult messages with greater awareness.

A limited number of prioritised behaviours keeps the work manageable. Periods of 7 to 14 days provide time to test, reflect and adjust. The dashboard and action plan hold the work together.

Possible practical movement

Where development can become visible

The aim is for development to become visible in how the leader acts in the relationships and situations covered by the feedback. The programme can provide a more nuanced understanding of the relationship between intention and experience and create conditions for more deliberate choices.

Nova 360 can support clearer communication, more considered feedback and more consistent leadership. Nova does not promise a particular result. The outcome is influenced by the context, the quality of the input and the participant’s opportunity to practise.

Privacy and responsible use

Anonymity and responsible use

Feedback is brought together with a focus on recurring patterns and development. Individual responses should not be presented in a way that identifies the feedback provider. Free-text comments that could reveal a person are anonymised, summarised or omitted.

The participant receives their personal report. The commissioning organisation receives only an agreed summary of areas for development, status and next steps. It does not automatically receive individual raw data, the personal report or identifying comments.

Nova is not a clinical or medical diagnostic tool. Nova 360 is not suitable when anonymity cannot be adequately protected or when the purpose is control, disciplinary assessment or gathering evidence against a person. The findings should not be used on their own for decisions about recruitment, dismissal or future potential.

Read about privacy and data

Frequently asked questions

Frequently asked questions

Who can provide feedback?

The selection should reflect the leader’s relevant relationships. A manager, colleagues and direct reports may be included when those relationships exist and are relevant.

How many feedback providers are needed?

The selection is adapted to the purpose, the leader’s relevant relationships and the conditions needed to protect the anonymity of feedback providers. No fixed number is stated.

How is anonymity protected?

Feedback is brought together with a focus on recurring patterns and development. Individual responses should not be presented in a way that identifies the feedback provider. Free-text comments that could reveal a person are anonymised, summarised or omitted.

Does the commissioning organisation receive the full report?

No. The participant receives their personal report. The commissioning organisation receives only an agreed summary of areas for development, status and next steps.

Why does the programme length vary?

The six-to-ten-week duration is influenced by the selection of feedback providers, response time, the scope of the process and the chosen follow-up.

Compare the programmes

Compare the programmes

Choose Nova 360 when you want to compare your self-image with anonymous feedback from relevant people.

Alternative

Nova Individual

Focuses on the individual’s patterns and behaviours to practise without feedback from people around them.

Read about Nova Individual

Alternative

Nova Team

Connects individual perspectives to the team’s shared interaction and ways of working.

Read about Nova Team

Current programme

Nova 360

Compares self-image with anonymous feedback from relevant people.

Compare all programmes

Next step

Explore whether Nova 360 is the right next step

An introductory conversation is used to understand the purpose, the relationships that may be relevant and the privacy requirements that need to be met. There is no obligation to proceed, and the conversation does not start a feedback process.

Book an introductory conversation about Nova 360 Read about research and method