Intended and Prohibited Use
Ethical integrity is fundamental. The Institute for LQ Development establishes clear protocols to prevent misuse, stigmatization, or coercive testing of individuals.
Intended Applications (Green Zone)
The LQ model, methodologies, and self-assessment tools are designed strictly for formative, developmental, and educational purposes:
- Individual Self-Reflection: Helping professionals, leaders, and educators understand their personal stress drivers, cognitive rigidity, and areas for restorative lightness.
- Executive Coaching & Mentoring: Non-evaluative coaching frameworks fostering perspective shift, psychological safety, and sustainable leadership stamina.
- Team Diagnostics: Measuring team-level psychological climate, openness to experimentation, and benign communication patterns without rating individuals.
- Social Innovation & Transition Programs: Supporting vulnerable target groups (such as women re-entering the workforce) in reclaiming self-worth and confidence.
Strictly Prohibited Applications (Red Zone)
The Institute for LQ Development unequivocally prohibits the use of LQ questionnaires, scores, or methodologies for the following purposes:
Absolute Prohibitions
- Recruitment Screening & Selection: LQ shall never be used as a pre-employment test, hiring filter, or elimination criterion.
- Performance Appraisal & Compensation: LQ metrics must never influence employee bonuses, promotions, or termination decisions.
- Clinical Diagnosis: The LQ model is not a diagnostic tool for psychiatric disorders, depression, or acute trauma.
- Compulsory Disclosure: No participant can be forced to share their LQ results or reflection journals with employers, managers, or third parties.
Special Safeguards in Transition Programs (Pillar A)
In programs focused on women in career transitions (such as Project TRANSFORMATION X²), the following strict protocols apply:
- Formativeness: Diagnostic tools are exclusively personal learning aids for the participant to identify internal strengths.
- Strict Data Separation: Prospective employers (Pillar B) never receive access to diagnostic scores or reflection notes.
- No Categorization: Candidates are matched based on professional competence and redesigned job parameters, never by arbitrary psychological categorization.