Principles and Convictions

Qualities and Pitfalls
The LDT-process starts with a formal measurement of personality traits. This inventory of behavioural preferences is used as an input to the LDT. The behavioural preferences are an indication of potential qualities and possible behavioural pitfalls. The LDT reports, together with the explanation by the certified reviewer makes the participant aware about these qualities, pitfalls and the possible consequences; this awareness makes that the person will develop a more effective way of behaving.

Adjust behavioural preferences
Anyone is able to adjust his/her behavioural preferences (within the scope of the more deeper personality structure, of course). In fact, everyone does this all the time, more or less intuitively (one learns from his experiences).

Competences, styles, role-fitness
Behavioural preferences are at the source of ones competences, that are the ingredients for (leadership) styles and (professional) roles. Every person is unique, has his/her own set of preferences, competences, styles and role-fitness. And a person can, with the insights in the effects of one’s behaviour and the connections between behaviour, competence and style, develop stronger competences and a broader style- and role portfolio.

Improvement and growth
The LDT supports the individual participant to develop on the basis of talents and possibilities.
This is the main objective of the LDT. By using the LDT one can expect improvement of behavioural effectiveness and acceleration of growth. But such processes can only be successfully achieved when the participant is consciously working on it and is highly motivated to do that.

Ownership of the information
Participation in the LDT-supported programs can only take place on a voluntary basis.
The participant him/herself is the owner of the reports and profiles. Only he/she decides how the information may be used. And the information is exclusively meant for the personal development of the participant.

Fit-for-Role Analysis
When an organisation decides that an overview should be created, for instance about (part of) the professional staff, the produced material will be anonymised until the further development starts. First thereafter the information about the individual scores may be used, but not without the participant’s consent.