RESEARCH & DEVELOPMENT
A developing theory should show its work.
Leadership Integrity Threshold Theory is an emerging framework for understanding how wholeness holds, narrows, distorts, and breaks under pressure. The LITT Assessment is a developing instrument created to make those patterns visible across ten domains.
This page documents what currently exists, what may responsibly be claimed, what remains under study, and how the work will continue to be refined.
01
CURRENT STATUS
Built to be useful now.
Presented with restraint.
LITT and the LITT Assessment are available for education, reflection, guided interpretation, and applied inquiry. LITT remains an emerging and developing theory. The LITT Assessment remains a developing, nonclinical self-report instrument and has not yet undergone full formal validation.
Their present value is visibility: helping people and systems recognize patterns that traditional performance measures may not reveal until strain has already become consequence.
LITT
THE THEORY
Leadership Integrity Threshold Theory is an emerging structural theory of wholeness under pressure. It examines how values, identity, judgment, relationships, capacity, and action remain connected or begin to divide under sustained demand.
Status: Emerging and developing
THE LITT ASSESSMENT
THE INSTRUMENT
The LITT Assessment is a developing 28-question self-report instrument. It evaluates ten domains and produces two personalized reports: the LITT Assessment Report and the First Fracture Report.
Status: Developing and nonclinical
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CURRENT BODY OF WORK
The framework is already substantial. It is also still being revised.
LITT has developed beyond a single theory statement or assessment score. The current body of work includes theoretical writing, assessment architecture, scoring logic, personalized reporting, first-fracture analysis, practitioner resources, white papers, and emerging applications.
Each component remains subject to refinement as language becomes clearer, applied use reveals limitations, and additional evidence becomes available. Development may include changes to definitions, scoring, report interpretation, application standards, or responsible-use guidance.
CURRENT MATERIALS
- Leadership Integrity Threshold Theory manuscript
- The LITT Assessment
- Scoring and saturation architecture
- The LITT Assessment Report
- The First Fracture Report
- Domain implication summaries
- White papers
- Practitioner signal maps
- Application and responsible-use materials
*Applied use, feedback, and practitioner review support ongoing development. They do not replace formal validation, independent research, or appropriate methodological testing.
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The next stage requires formal testing.
Continued use can reveal patterns and improve language, but it cannot establish validity or reliability on its own. The next stage of the LITT Assessment requires formal research capable of testing its constructs, scoring architecture, interpretation, and limitations.
01
MEASUREMENT QUALITY
Test construct validity, reliability, item performance, domain structure, and whether the LITT Assessment measures the patterns it is intended to measure.
02
CHANGE OVER TIME
Study reassessment intervals, sensitivity to changing conditions, fracture velocity, and how results respond to intervention or meaningful structural change.
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CONTEXTS AND OUTCOMES
Examine how culture, industry, role, environment, and population affect interpretation, weighting, appropriate use, and relationships to later outcomes.
Independent review, larger and more diverse samples, longitudinal data, methodological critique, and clearly documented ethical standards.
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CURRENT GUARDRAILS
Useful does not mean limitless.
LITT Assessment results may support visibility, reflection, guided interpretation, education, and responsible inquiry. They should be read within the person’s or system’s actual context rather than treated as a complete explanation on their own.
THE LITT ASSESSMENT IS CURRENTLY
Nonclinical
It is not a mental-health diagnosis or clinical evaluation.
Nonpredictive at this stage
It does not establish what a person or organization will do in the future.
Not a stand-alone high-stakes decision instrument
It should not independently determine hiring, promotion, discipline, termination, governance action, or other consequential decisions.
*Results are self-reported, condition-based, and intended to create visibility rather than assign a permanent identity.
CONTINUE THE WORK
Read what exists. Help strengthen what comes next.
Researchers, practitioners, institutions, and organizations may contribute through scholarly review, methodological critique, pilot studies, practitioner feedback, reassessment data, and responsible-use development.