IT’S NOT WHAT YOU DO, IT’S HOW YOU DO IT… The LMAP 360 helps you better understand your behaviour and personality so you can become a more effective and engaging leader. The LMAP process helps you better understand the experience of working with you as a leader, colleague, manager and employee and encourages you to engage others in your leadership development so you are fully supported on your leadership journey.

Step 1: Online Ratings

The LMAP 360 assessment tool was developed by Ron Warren, PhD (Chicago), author of Personality at Work and a global expert on personality and leadership. The tool presents a coherent, validated model of personality and performance. The processes used in developing the LMAP 360 meet or exceed American Psychological Association standards with large normative samples and robust reliability and validity.

Step 2: Report

The LMAP 360 report provides an holistic review of who you are according to yourself and your colleagues represented as graphical Circumplex self and other leader profiles. It contains two informative and easy to comprehend narrative sections written like a coaching conversation – individual item results are contained in the third section. Finally, the report includes five leader effectiveness measures and concludes with detailed rater comments.

Step 3: Comprehensive Debrief

Your debrief with a professionally certified coach is akin to a mentoring session and includes a guided conversation focused on your self-reflection and questions. The coach supports the leader interpreting the report by “triangulating” the narrative, individual item and effectiveness ratings sections and assists with the identification of a suitable leadership development goal.

Step 4: Follow up

There are two LMAP Pulse checks at Months 4 and 8. The LMAP Pulse is a brief, post-360 survey measuring progress on the one targeted behaviour in your Leadership Development Goal. The LMAP Pulse reinforces accountability and supports a culture of feedback. There is also a final check-in and programme reflection at Month 12.

Cedar Woods LMAP Case Study

Cedar Woods Properties is a national developer of residential communities and commercial developments. Established in Perth in 1987, the Company has grown to become one of Australia’s leading property companies and a member of the ASX300. Cedar Woods has a strong record of financial performance in what can be a very cyclical industry.

The Managing Director of Cedar Woods Nathan Blackburne was first introduced to the power of the LMAP 360 assessment process when he attended Harvard’s Advanced Management Program in 2017. Over the past 2 years, he has progressively asked key members of Cedar Woods senior management team to undertake the LMAP process. Overall, Nathan believes LMAP has been effective in helping senior managers build better awareness about the strengths and weaknesses of their management styles – and what they need to do differently.

At Cedar Woods, we have a clear business objective around building a high performance culture. Central to achieving that goal was the alignment of our Senior Management Team. And we felt it was important as a business to give our senior managers a sense of their managerial strengths and weaknesses, particularly from a behavioural perspective. The LMAP 360 assessment process is a comprehensive and widely used approach that we could readily implement to help our senior managers achieve this perspective. It’s been an important part of our success.  In particular, we find that the LMAP Pulse Check process provides a key feedback loop for our senior managers to embed changes to their management style as part of our high performance culture. For some individuals, the Pulse Check process provides the feedback they hunger for as they have a high capacity for change. For others, the Pulse Check provides timely reinforcement for the behaviours they need to continue to focus on as part of our high performance culture. Over the next couple of years, we’ll progressively introduce more of our senior management team to the LMAP 360 assessment process as well as continue to use the Pulse Check process with team members that have already been through the LMAP process