Leaders with an accurate picture of how they are seen
Each leader gets their own reading, side by side with the view of the people who work with them, in a confidential individual report.
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LIDLeadScope
360° Leadership Assessment Instrument
360° assessment that compares each leader's self-view with how their manager, peers and team see them, and turns the gap into a development plan.
The question it answers
Are your leaders seen the way they think they are, and where should you invest to develop them?
- Online and confidential
- 360° view
- Individual plan included
Why answer
What this questionnaire does for you
What it is for
Show how the team sees leadership day to day, based on observable behaviors.
What you get
A picture of leadership as seen by those who work with it, with a 0 to 100 index, strengths and development points. When applied to the team, the report also shows differences between areas and levels, the gap between leadership and team views and an action plan in waves.
How it helps the company
- Replaces impressions with an organized reading of concrete behaviors: direction, execution, development, communication, trust and adaptability.
- Shows leaders what the team values and what needs to change, based on facts rather than isolated opinion.
- Guides a development plan and tracks progress when the assessment is repeated.
How the information is gathered
- People from different areas and levels answer an anonymous online questionnaire, on phone or computer.
- Answers are consolidated by pillar, area and level. Groups of fewer than 5 people are never shown.
- Leadership receives the full report and a debrief with an action plan in waves.
Who it is for
Signs that it is time
Companies investing in leadership development, HR and L&D teams that need evidence to guide programs and succession, and executive teams that want to know whether managers sustain the strategy day to day. Leaders at any level take part, from supervisors to directors.
- Leadership programs that show no change in behavior.
- Specialists promoted to managers without preparation.
- Turnover or disengagement concentrated in some teams.
- Succession decisions with no common yardstick to compare leaders.
- Leaders who get little or no structured feedback.
What you will learn
The questions the assessment answers
- How does each leader see themselves, and how do their manager, peers and team see them?
- Where are the blind spots, and the strengths the leader doesn't recognize?
- Do leaders give direction, drive results and develop people with equal care?
- Does the team trust the leader and feel safe to disagree?
- Which behaviors are strong or weak at each leadership level and area?
- Who is ready to take on more, and who needs support now?
Results you can expect
What changes in your company
Blind spots and hidden strengths identified
It becomes clear where leaders overrate themselves and where they underrate what they already do well, the two most useful starting points for change.
Focused individual development plans
A few priority behaviors per leader, instead of generic competency lists.
A view of leadership by level and area
Combined results show collective gaps, to guide L&D and support succession decisions.
More productive feedback conversations
Manager and leader talk from concrete data rather than impressions, which reduces defensiveness.
Progress measured in the next cycle
Reapplying shows what changed in the team's perception and demonstrates the return on development spend.
What is assessed
Six dimensions, one complete picture
Ideavus's own methodology, built on recognized references and applied in companies of different sizes and industries.
- Direction and Strategic VisionA compelling vision, strategic thinking, clear priorities, well-grounded decisions and a reading of the external context.
- Execution and Results FocusClear goals and expectations, work organization, follow-up, accountability and removal of obstacles.
- Developing People and TeamsCoaching, attention to each person, delegation, team building and recognition.
- Communication, Feedback and InfluenceClear communication, listening, developmental feedback, influence across areas and conflict management.
- Trust, Ethics and Psychological SafetyConsistency between words and actions, fairness, authenticity, a safe space to speak up and inclusion.
- Adaptability, Innovation and Change LeadershipEncouraging new ideas, learning from mistakes, leading change and the leader's own willingness to grow.
Core concept
How leaders see themselves vs. how others see them
The same person can be seen very differently by their manager, peers and team, and almost always differently from how they see themselves. LeadScope puts these views side by side. Where leaders rate themselves higher than others do, there is a blind spot; where they rate themselves lower, a strength they can use more. That comparison produces a development plan the leader recognizes as their own.
How it works
From invitation to individual debrief
A typical cycle takes 6 to 8 weeks, from choosing the participating leaders to the debriefs.
- Weeks 1 and 2Alignment and invitations
With HR we define the participating leaders and how results will be used. Each leader receives an invitation and, with their manager, nominates the peers and team members who will rate them.
- Weeks 3 to 5Online 360° survey
The leader completes a self-assessment, and the manager, peers and team answer about them in a few minutes, on phone or computer. We track participation and send reminders.
- Week 6Individual and consolidated reports
Each leader receives their own report, and the company receives the view of its leadership by level and area.
- Weeks 7 and 8Debriefs and plans
Individual debrief conversations, a development plan for each leader and a presentation of the consolidated view to HR and the executive team.
Rater confidentiality
- Peer and team responses always combined, never individual.
- Small groups are aggregated so no one can be identified.
- Comments reviewed to remove anything that could identify the author.
- Consent under Brazil's data protection law (LGPD) before starting.
What you receive
Deliverables designed to lead to decisions
Rolled out with your teams, the full assessment turns the reading into decisions. The report includes:
- Overall index and maturity band: where the organization stands today and what defines this moment
- Full pillar profile: the strengths to preserve and the gaps holding results back
- View by area and hierarchical level: where each team stands and where perceptions diverge
- Leadership view vs. team view: where those who decide and those who execute see things differently
- Comparison with other organizations and progress between assessment cycles
- Priorities: what to tackle first to move up a band
- Voice of the people: open comments organized by theme, with anonymity preserved
- Individual report for each leader: self-view side by side with how their manager, peers and team see them
- Blind spots and hidden strengths, with an individual development plan
- View of leadership by level and area, for L&D and succession
- Action plan in waves, with owners and indicators
Download a complete sample report
See how an organization receives the LeadScope (LID) results: position, pillar profile, comparisons, and action plan. Fictitious data.
Done. The download has started and we also sent the link to your email.
Download the PDF Maturity stages
A 0 to 100 index and a clear stage
The result places the company in one of six stages and shows what to do to reach the next one.
- StagnantLeadership behaviors are rarely observed by raters; high risk for the team and for results.
- ReactiveLeadership focused on putting out fires, with little direction, little development and fragile trust.
- EmergingLeadership behaviors are present but inconsistent; enabling and limiting elements coexist.
- StructuredFunctional leadership, with practices in place and still uneven application.
- AdvancedEffective, recognized leadership, with consistent practices and few gaps.
- BenchmarkLeadership seen as exemplary by managers, peers and team, with high self-awareness; watch for overload and dependence on the leader.
Formats
Three levels of depth, one consistent reading
Every format covers all six dimensions and produces results that can be compared with each other and over time. What changes is the depth.
LID Entry
A first reading for a group of leaders.
- When to choose it
- For the executive team or a pilot group, before extending the assessment to all leaders.
- What it includes
- Individual report with index, stage, results by dimension and a comparison of self-view and how others see them.
- Time per person
- about 5 minutes per rating
- Typical length
- 4 to 5 weeks
LID Regular
A full 360° assessment to develop leaders.
- When to choose it
- For development programs and annual leadership cycles.
- What it includes
- Everything in Entry, plus blind spots and hidden strengths, comments by theme, individual debrief and a consolidated view by level and area.
- Time per person
- about 10 minutes per rating
- Typical length
- 6 to 8 weeks
LID Complete
A leadership program with follow-up.
- When to choose it
- For succession, preparing leaders for bigger roles or transformations that depend on leadership.
- What it includes
- Everything in Regular, plus coaching sessions in the debrief, a succession map and a reapplication to measure progress.
- Time per person
- about 15 minutes per rating
- Typical length
- 10 to 12 weeks
Combine with
Integrated readings
Run together, in a single data collection, two instruments let you cross-reference results and explain causes that one alone cannot show.
Leadership and culture
Shows whether leaders practice the culture the company says it wants, and where leaders' example holds back cultural change.
360° Index: build a package with two or more instruments
One data collection, one integrated report and cross-analysis between instruments.
Explore the 360° Index Frequently asked questions
Before you hire
How long does it take?
In the Regular format, 5 to 7 weeks from alignment to debrief; Entry fits into 3 to 4 weeks. Each person needs only a few minutes to answer, on a phone or computer.
Who answers?
Usually all employees in the defined audience, at every level. You can also start with leadership and expand later.
How do you guarantee anonymity?
Answers are collected in an Ideavus environment, with no company login. The company receives aggregated results only, small groups are merged with others and comments are shown by theme, without identification. All data handling follows data protection law (LGPD).
How many people need to answer?
Each group you want to analyze (an area, a level, a site) needs at least 5 answers. The higher the participation, the more reliable the reading, and we support internal communication to get there.
What happens after the report?
The debrief ends with an action plan with priorities, owners and deadlines. If the company wishes, Ideavus supports execution with consulting and follow-up.
Can I reapply it to track progress?
Yes, and we recommend it. Reapplying every 12 to 18 months shows progress and helps prove the effect of the actions. Results are comparable between cycles.
How much does it cost?
Pricing is by proposal, based on the number of people and the format chosen. In a 30-minute call we learn about your context and send the proposal.
Are raters identified?
No. Peer and team responses are shown combined, small groups are aggregated and comments are reviewed so no one can be recognized. The direct manager's rating is shown separately only with their consent.
Can the results be used for performance reviews or pay?
We recommend against it. LeadScope was built for development: when results affect pay, answers become more guarded and the reading loses value. How results are used is agreed at the start and communicated to everyone.
Who receives each leader's report?
The leader, in an individual debrief. The company receives the consolidated view by level and area; access to individual reports follows the rule agreed at the start of the project.
Free quick test
Find out in 2 minutes where your company stands
A few questions, an instant result and your organization's estimated stage.
Take the free test (2 min) Next step
Shall we talk about your context?
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