Meta-Lucid Strapline

How Is META-Sense Different?

Context is Everything

META-Sense asks each respondent to describe a real situation when they experienced  a leadership event or episode. This narrative style approach gives insight into the impact the leader or manager had on others. It provides a vital contextful frame for understanding and implementing changes based on the feedback.

Traditional tools and assessments ask respondents to measure a leader in the “abstract” against a set of behaviours or competences. Respondents base their score (as opposed to narrative) on a generalised view of the leader.  Therefore, rendering any data for purposeful feedback as less than useful.

Key Differences

Key differences between META-Sense and Traditional 360s are summarised in the table below:


Other 360s

Narrative Based

Behavioural rating

Context specific

Abstract – context free

Continuous feedback

One off report

Interpretation of impact

Numerical scoring

Invites inquiry

Leads to judgement

Hard to game

Risk of rater fatigue and “gaming”

Insight led leadership development

Score led development planning

We believe that leaders who operate in a complex world or VUCA environment, need more insight into how their leadership is impacting others and achieving results. By linking leadership impact to specific situations, META-Sense offers a richer source of feedback to use as a basis for planning development.

Evidence Base

Evidence shows that multi source feedback is highly effective for development purposes, and the interpretation of the data is facilitated by a skilled and licensed coach, and when the leader is motivated to develop and learn.

META-Sense has been developed with reference to current research on leadership development and multi source feedback.

Over the next few years META-Sense will build up a knowledge resource of the leadership practices that are emerging in a VUCA world.

This will provide evidence from experience of the emerging leadership practices that are most effective across a range of organisations and sectors. META-Sense will analyse the patterns that emerge across all the users over time and share this information with HR specialists and leadership development practitioners who are part of the META-Sense network.