Understand benchmarks and gap analysis

The per-tool reporting view answers two questions: how does your organization compare to everyone else, and where does self-perception diverge from how others see people?

Before you start

You need the org admin role, and your organization needs the Insights plan. Open the skill’s assessment report from Insights → Skills. See Use assessments reporting.

LF Benchmark gauges

Each LF Benchmark gauge places your organization’s score against LeaderFactor’s global norms: everyone who has taken the instrument, worldwide. Three reference points:

• P25: the 25th percentile.
• Mean: the global average.
• P75: the 75th percentile.

The gauge draws the P25-P75 band and marks your org’s score on it. Inside the band means typical. Above P75 means top quartile. Below P25 means bottom quartile, a real signal, not noise. The comparison set is always the full LeaderFactor global dataset.

Gap analysis: self vs external

Where both self scores and rater scores exist, reporting compares them and classifies the gap:

• Blind Spot: people rate themselves higher than their raters rate them. The most important class to act on, because the person can’t see the problem.
• Hidden Strength: raters score people higher than they score themselves. A confidence gap, not a competence gap.
• Aligned: self and external views agree, in either direction.

Small differences count as Aligned; only meaningful gaps earn a Blind Spot or Hidden Strength label. The view also shows the distribution across the three classes, so you can see at a glance whether your organization skews toward over- or under-estimating itself.

Gap analysis depends on rater coverage. If coverage is low, nudge assessment takers to invite raters. See Invite raters to your assessment.

Next

Benchmarks and gaps tell you where to look. To find out why, break scores down by dimension and over time. See Drill into dimensions and trends.