The ‘LET’ Traffic Light scoring system has been innovatively designed to offer a straightforward method for visualising both strengths and areas for improvement across the various items of the i4 Neuroleader™ Assessment.
The LET scoring can be located in the tables corresponding to each of the 16 pillars. For ease of reference, each item in the report is sequentially numbered from 1 to 128. There is 8 items per pillar, a total of 32 items per competency.
In the example below, we show the table for the pillar of Integration:
The colours assigned to each item are based on the % scores for both Self and Raters:
- Green (L) represents the highest scored items. It symbolises your strengths and what you can leverage from and further utilise to your advantage. An item is marked Green when it scores at the top end of the scale, specifically between 90% and 100%. For a green rating in a 360° feedback assessment, all your Raters must rank you between 90% and 100%.
- Amber (E) indicates items that fall between your strengths and limitations. Delving deeper into these areas could foster improvement. An item is classified as Amber if it scores within the range of 51% to 89%.
- Red (T) marks the items with the lowest scores, which may be hindering your potential. The aim of this classification is to aid in recognising how these potential limitations can be turned into strengths. An item is classified as Red if it scores within the range of 0% to 50%.
Begin by acknowledging your strengths, represented by the ‘Greens’, before shifting your attention to areas that require improvement, denoted by the ‘Reds’. Additionally, dedicate time to understanding your intermediate scores, the ‘Ambers’. These scores often hold opportunities for growth and can be transformed into visible strengths, offering a more constructive approach than fixating solely on your limitations.
Keep in mind that we, as humans, tend to focus on lower scores rather than recognising our strengths or areas with slight improvements needed (like Amber), which may be simpler to enhance. After reviewing your strengths (Greens) and potential areas for improvement (Ambers), noting your Red scores is crucial as they highlight areas needing prompt attention.
What happens if I have a lot of Amber?
Receiving numerous Amber scores indicates your positioning as mid-range on the scale—neither exceptionally high nor low. This outcome is not necessarily negative. Within the context of 360° Feedback results, it may suggest that specific rater groups perceive certain abilities more clearly due to regular interaction, while others do not, a difference that becomes evident upon examining the percentages in the Scores by Rater Category.
To understand the significance of your Ambers, refer back to the percentage scores and benchmark graphs for that pillar. Scoring above the global population average indicates relatively high performance, signalling no major concerns but highlighting opportunities for further development. Your Ambers could be on the verge of transitioning to Greens, suggesting that with some effort, these areas could evolve into strengths.
Conversely, if your scores fall below the global average, they lean closer to Red, placing you in the lower segment of the scale. In such instances, devising an action plan to address these areas might be beneficial.
For the 360° Feedback Assessment
Do you have matching strengths?
Having two greens indicates a strong alignment between your self-assessment and your raters' scores, signalling that your top strengths are consistent across perspectives. The greater the number of aligned strengths, the more effectively you are showcasing your abilities, traits, attitudes and behaviours.
While there's no perfect profile, striving for numerous matching strengths is beneficial. This signifies confidence in your abilities in these areas and that others recognise and affirm these as your strengths as well.
Do you have blind spots?
The appearance of both Green and Red signifies a discrepancy in perception, indicating a substantial mismatch between how you view yourself and how your Raters perceive you. These Blind Spots can reveal limitations you or others perceive.
If you notice a significant number of Blind Spots, it's advisable to investigate the reasons behind these discrepancies and seek ways to bridge this perception gap. Consulting with a certified i4 Neuroleader™ Practitioner and participating in our i4 Neuroleader™ Course are recommended steps to better understand and address your results.
For the Self Assessment
If your evaluation consists solely of a self-assessment, you will receive only your Self Scores without insights into matching strengths or blind spots. To uncover how your self-perception differs from the views of others, we suggest participating in a 360° feedback assessment. Keep in mind that your Self scores reflect solely your personal perspective. Yet, you have the opportunity to contrast this view against the benchmark for comparison.
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