LVS applications

LVS is a powerful feedback tool used for accelerating the change process and leadership development.

• Accelerate Change:
  In a change process, leaders need to understand their capacity for leading both the operational and people sides of change. The LVS offers objective, powerful feedback in a framework that supports the leader to turn the feedback into action.
  Because the LVS uses the VS model, it is ideally suited to preparing leaders to make full use of the Team and Organizational Vital Signs tools
  
  

• Professional Development:
  Leaders rarely receive truly useful feedback. The structure and process of LVS captures and categorizes input from a range of key partners so leaders understand their impact both on the people and on the tactical side of performance.
  The LVS-Self is ideal for introducing the VS Model to leaders.
  
  

• Performance Appraisal:
  The typical performance evaluation is highly subjective, inconsistent, and difficult to action. Using LVS, performance feedback is balanced, meaningful, actionable, and consistent.

This framework is intended as a starting point for LVS Consultants to help clients gain the most value from the tool. Many VS Consultants will be familiar with the Six Seconds’ Change MAP, described in INSIDE CHANGE, following three phases of change:

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Engage: Gain buy-in to a plan.

Activate: Experience success.

Reflect: Lock in wins.

As usual in the Change MAP, we recommend an iterative process looping through the three phases. In a typical LVS implementation, the “Engage” phase consists of setting up the assessment, doing the debrief, and then creating a plan with the client.  The “Activate” phase consists of coaching and training to execute against the plan.  The “Reflect” phase is a review of progress, which could include a repeat of the LVS or another way of clarifying what has, and has not, changed in the process.

Like a fractal, we can zoom into each phase and break it down into the same three steps.  This guide will focus on the phases of that first Engage phase, which will be sub-divided into its own Engage, Activate, Reflect phases.  The specifics of the whole cycle will depend on the consultant’s design, but as an example, the overall intervention might look like this:

In the book, INSIDE CHANGE, the authors describe this iterative process as a spiral.  As change moves through the spiral, one goal is to increase emotional engagement to build momentum:

Open