A unique 360 digital assessment tool enabling:
Rich feedback and tailored development plans for individual leaders
Powerful development processes for leadership teams
Datadriven leadership development programs for organisations
Available for private and public sector
Based on A THREE-STEP MODEL TO SUCCESSFUL LEADERSHIP
Go Tight – Create clarity on what to deliver on and WHY
Go Loose – Enable the team to perform at their best
Go Tight – Ensure expected results and learning
Assessment details
Survey with 30 quotes structured around Tight-Loose-Tight Leadership
Open questions to capture further insights
Self assessment, feedback scores and spread
Followership score
Peer feedback analysis
Individual development plan
rich and actionable feedback report
Data captured from respondents gives a thorough understanding of the candidates’ perceived leadership behaviors, structured around Tight-Loose-Tight leadership steps.
8 UNIQUE LEADERSHIP FEEDBACK PROFILES
Findings are synthesized into a holistic feedback profile, enabling the candidate to comprehend his/her leadership strengths and development opportunities more easily.
THREE DIFFERENT ASSESSMENTS AVAILABLE
Self assessment
The candidate fills out the survey and receives a TLT leadership profile based on self assessment.
Basic
The candidate gets a full analysis based on both self assessment and input from his/her team.
Comments and advice for development provided by references.
Some of our customers
Å forstå min egen lederstil gjennom TLT Leadership Tracker har bidratt til at jeg leder mer bevisst. Dessuten har hele ledergruppen fått et felles språk rundt ledelse.
Rene Fløystøl, EVP Privat Danmark & Norge, Gjensidige ASA
What do you want to do next?
Are you a leadership developer or a consultant?
Get certified in TLT Leadership Tracker methodology
Do you need leadership development support in your organisation?
Find a TLT Leadership Tracker- certified consultant
Are you a leader that would like to get feedback using the TLT Leadership Tracker?
Contact us to start your assessment
Get certified
UPCOMING CERTIFICATION DATES
Tuesday June 3, 2025Wednesday August 27, 2025Tuesday September 16, 2025
5-steps certification program1. Preparation
Prepare for the certification by reading and listening to our Tight-Loose-Tight Leadership introduction material (1-2 hours).
2. Self Assessment
How Tight-Loose-Tight are you in your leadership?
Get familiar with the TLT Leadership Tracker through our Self assessment. You will receive a link in your email inbox (15 min).
3. Full day training with TLT team
Spend a day with the TLT team and get introduction to the Tight-Loose-Tight leadership concept, the TLT Leadership Tracker, how to read the profiles and the insights in the report and how to facilitate a feedback dialogue (5 hours including lunch).
4. Practice
Conduct TLT Leadership Tracker assessment on 2 leaders, to get hand-on experience as facilitator and coach. Get support from the TLT team if you need!
5. Half day training with TLT team
Spend another half day with the TLT team to share experience, and deep dive into profiles, feedback and development plans (3 hours).
UPCOMING CERTIFICATION DATES
Tuesday June 3, 2025Wednesday August 27, 2025Tuesday September 16, 2025
TLT Leadership Tracker Certified Consultant!
Hulda Haugen
People Operations Executive - Culture Architect - Organizational Strategist
Synnøve Rønningen Edel
Director Organizational Change & Leadership,
BDO Consulting
TLT team
Jan Ketil Arnulf
Professor in org. psychology, BI
Advisor TLT Leadership AS
8 UNIQUE FEEDBACK PROFILES
The feedback profile gives an overview of where the leader is regarded Tight and Loose in his/her leadership, and how the leadership behaviors are perceived by the team.
The three-step model provides 8 unique combinations of Tight and Loose.
TLT
Tight- Loose- Tight
"The established leader"Leaders with a TLT feedback profile are perceived to strike a good balance between team empowerment, structure, and accountability.They seem to have a clear path for where to go and are perceived to be able to engage, inspire, and motivate the team around joint priorities and defined goals. They also seem to set aside proper time for support, coaching, feedback, and learning.TLT feedback profiles are often well established in their role and could increase impact further by 1) raising expectations for their team, 2) driving a new improvement agenda, and/ or 3) contributing beyond own area of responsibility.
TTT
Tight- Tight- Tight
"The hands-on leader"Leaders with a TTT feedback profile are often perceived as structured, result oriented and responsible.They likely bring clarity to priorities, tasks, and deliverables, and often tend to be involved and operative on a detailed level, to secure results and learning in the team.While their hands-on approach can drive performance short term, these leaders may sometimes be viewed as impatient and may struggle to step back and fully empower and leverage the team.
LTL
Loose- Tight- Loose
"The execution leader"Leaders with an LTL feedback profile are often regarded as strong subject-matter experts who excel in their functional domain.They tend to be highly engaged in execution, adept at problem-solving, and decisive. Because they often trust their own expertise, they may seek deep insights into the technical aspects of deliverables.While their focus on quality and execution can yield immediate results, they can benefit from taking a step back, establishing a long-term plan, letting the team take more responsibility for the deliverables, and setting aside more time for feedback and competence building within the team.
TTL
Tight-Tight-Loose
"The involved leader"Leaders with a TTL feedback profile are often perceived as highly committed and result-oriented, with strong expertise in their field.They excel at creating clarity around goals, priorities, and tasks. They are often involved in decision-making and provide specific guidance on how to perform tasks.To further enhance team productivity and engagement, these leaders may benefit from stepping back at times, empowering the team with greater responsibility, and dedicating more time to feedback and skill development.
LLL
Loose- Loose- Loose
"The trusting leader"Leaders with an LLL feedback profile are often recognized as strong facilitators and trust-driven people leaders.They provide their teams with significant autonomy to set priorities and define deliverables while focusing on fostering strong relationships, offering support, and enabling collaboration.However, the team may achieve even greater productivity and results if establishing clearer directions and shared goals, as well as a more structured approach to feedback and follow-up.
LLT
Loose- Loose- Tight
"The supporting leader"Leaders with an LLT feedback profile are often recognized as leaders with strong process and people skills.They empower team members to set their own direction, priorities and goals, while offering support, coaching and feedback throughout execution and reporting.They often devote attention to individual team members and may overlook the importance of establishing a shared purpose and direction for the team, potentially leading to conflicting priorities or reduced team engagement.
TLL
Tight- Loose- Loose
"The inspirational leader"Leaders with a TLL feedback profile are often perceived as visionary and motivating, effectively defining direction and priorities while engaging their teams in the "what" and "why" of their work.They tend to be open and trusting, providing autonomy and fostering a culture of innovation and calculated risk-taking.As they often have a forward-looking nature, they may be perceived as less attentive to execution and follow-up, potentially overlooking the importance of retrospectives and regular feedback.
LTT
Loose-Tight-Tight
"The process leader"Leaders with an LTT feedback profile excel at overseeing execution, maintaining control, and closely following up on the team’s deliverables and activities.They are often seen hands-on, placing strong emphasis on quality standards, established processes and routines, including giving feedback.While recognized for their strong sense of responsibility, these leaders may overlook the importance of setting a compelling long-term direction, taking a step back and empowering the team to drive execution.