A couple years ago, when E.A.S.I•Consult® introduced the Burke Learning Agility Inventory Standard Version, answering the question of “What is the right version of the test?” was easy – there was only one.

We thought, over time, that we might add a multi-rater version of the test. It has really been a result of customer requests, based on their desired applications, that has led to the four versions of what we are calling the Burke Suite of Learning Agility products.

Let’s first talk about how the different versions of the test are similar and how they differ, then, depending on the application, what the right version might be.

All four versions of the test use the same 38 questions. There are five questions each for Speed and Flexibility and the other seven dimensions each use four items.

All versions of the test use the same Likert scale in asking the respondent how often they demonstrate, with options for each question ranging from 1 (not at all) to 7 (very frequently).

How are the two versions of the Burke Learning Agility Inventory® ( Burke LAI®) different?  Both versions of the self-report test are normed, meaning the results are reported as percentiles. The test-taker is being compared to a group of middle- and senior-level managers from a variety of organizations.

The way the two LAIs differ – the Burke Self Report Standard and the Burke Self Report Expanded – is in the output of the test or the report. The report generated by the Burke Self Report Standard provides descriptions of the results at the dimension level only. Organizations wanting to use this as part of a selection process find this gives them the information they need.

The report generated from the Burke Self Report Expanded Version provides information at the dimension and item levels. Organizations use this version for: leadership development; coaching; performance management; onboarding; and succession planning.

The other two versions of the Burke are multi-rater or Learning Agility Surveys (LAS). The structure of the reports is the same. If you are familiar with other 360 products, it will sound very similar.

The components are:

  • An initial diagram summarizing the participant in contrast to their other raters at the dimension level.
  • A summary by dimension for each perspective. In the case of the Burke 180, there are only two perspectives (self and other). In the Burke 360 you could have up to five perspectives.
  • Four summary charts: five highest items; five lowest items; five unrecognized strengths; and five blind spots.
  • A summary by dimension by item for each perspective.
  • Open-ended comments – What strength should they continue to leverage? What is their greatest opportunity for development?

The multi-rater versions of the report show results as “raw” scores, meaning the rating as given or, with multiple raters, the average of the raters individual scores. Participants are told to pay attention to differences between their perspective and another perspective of “1.0” or greater.

The 360 version of the test is often used as part of a leadership development program.  People are getting feedback in other areas of their leadership. This may be the first time they realize that the people with whom they interact may experience them differently.  Getting 360 results at the point of a promotion or upon receiving a new assignment can be very timely and increase the likelihood of the person being successful.

The Burke LAS 180 is somewhat a combination of a self-report and a multi-rater. It resembles the self-report measures in that you are adding only one other person – generally, the supervisor, which is a very important perspective.

Administratively, it is slightly more involved than the self-report version. Sometimes leaders involved with Leader development or succession planning programs don’t trust the self-awareness or objectivity of the participant and value the additional perspective. Note: Our data, to date, has found a normal distribution of scores across all participants. This would seem to indicate that participants are not inflating their ratings.

The Burke 360 LAS is everything you would expect from a full 360.  There are pages and pages of quantitative information across the range of perspectives. The qualitative data is normally rich and adds clarity to the numbers. It is most often used in leader development programs, whether individually or programmatically based.

When it comes to learning agility, we believe that the Burke Suite of products offers the customer a broad range of options. If the Burke Suite were to expand further, it would likely be to develop measures at the team and organization levels.

David Hoff is the chief operation officer and executive vice president for leadership development at E.A.S.I•Consult®. E.A.S.IConsult works with Fortune 500 companies, government agencies, and mid-sized corporations to provide customized Talent Management solutions. E.A.S.IConsult specialties include individual assessment, online employment testing, survey research, competency modeling, leadership development, executive coaching, 360-degree feedback, online structured interviews, and EEO hiring compliance. The company is a leader in the field of providing accurate information about people through professional assessment. To learn more about E.A.S.IConsult, visit www.easiconsult.com, email ContactUs@easiconsult.comor call 800.922.EASI.