uses a variety of Leadership Assessment Tools to help determine where time should be spent to either leverage the abilities, values, beliefs, type, style, etc that someone brings to the table or to assist in building an individualized leadership development plan. These instruments are typically used prior to any training or coaching to provide insight and a baseline to work from.

  1. Leadership Practices Inventory (LPI)

    The Leadership Practices Inventory (LPI) is the best-selling and most trusted leadership tool of its generation. The LPI which is a 360-degree assessment instrument which participants take as part of their pre-work for The Leadership Challenge® Workshop, serves two purposes: It allows continuous testing of the initial findings that The Five Practices model is a valid view of the world of leadership, and it provides a tool that helps leaders assess the extent to which they actually use those practices so that they can make plans for improvement.

    The LPI is a questionnaire with thirty behavioral statements—six for each of The Five Practices—that takes 10 to 20 minutes to complete. Leaders complete the LPI-Self, rating their own Leadership Practices on the frequency with which they think they engage in each of the thirty behaviors. Five to ten other people—typically selected by the leaders—complete the LPI-Observer questionnaire, rating the leaders on the frequency with which they think they engage in each behavior. Respondents can indicate their relationship to the leader—manager, co-worker or peer, direct report, or other observer—but, with the exception of the leader's manager, all the observers' feedback is anonymous.

    The LPI can be completed online, or it can be completed in a paper-and-pencil version. Whether taken in a hard or soft format, the results are scored electronically and the system prints out a report that summarizes the results.

    Our own and independent studies consistently confirm that the LPI has very strong reliability and validity. Today, it is one of the most widely used 360-degree leadership assessment instruments available. More than 250,000 leaders and nearly one million observers have completed it. Since the LPI was first used in 1985, surveys from more than 100,000 respondents have been analyzed to determine the relationship between The Five Practices and a variety of measurable outcomes. In addition, more than 250 doctoral dissertations and master's theses have used the LPI in their research. Ongoing analysis and refinements of the instrument continue.

  2. MSCEIT (Mayer, Salovey, Caruso EI Test)
    In 1990, Mayer and Salovey published two articles on emotional intelligence. The initial research reviewed literature throughout the disciplines of psychology and psychiatry, artificial intelligence, and other areas, and concluded that there might exist a human ability fairly called emotional intelligence. The idea was that some people reasoned with emotions better than others, and also, that some people’s reasoning was more enhanced by emotions than others. Subsequent research presented a first ability model of emotional intelligence — a suggestion that emotional intelligence, measured as a true intelligence, might exist. Since that time, Mayer, Salovey, and their colleagues refined their model of emotional intelligence and expended considerable efforts toward developing a high-quality ability measure in the area. The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is the result of this theoretical and empirical research.

  3. Myers-Briggs Type Indicator (MBTI)
    The Myers-Briggs Type Indicator® (MBTI®) instrument and the dozens of expert resources that have been designed to enhance its effectiveness offer a practical yet powerful set of tools for lifelong growth and development. After more than 50 years, the MBTI instrument continues to be the most trusted and widely used assessment in the world for understanding individual differences and uncovering new ways to work and interact with others. More than 2 million assessments are administered to individuals—including employees of many Fortune 500 companies—annually in the United States alone. The MBTI family of tools reaches across the globe in 16 languages to help improve individual and team performance, nurture and retain top talent, develop leadership at every level of an organization, reduce workplace conflict, and explore the world of work. Begin with the MBTI Form M instrument, which identifies the four basic type preferences, or Form Q, which provides a more richly textured picture of type and behavior.

  4. Belbin Team Role Assessment
    Over a period of 20 years Dr Meredith Belbin has researched the subject of "Team Roles" - clusters of behaviour that relate to a person's natural tendency in the way they interrelate with others. Dr Belbin's team role model is now used extensively throughout the world to help bring about improvements in individual and team performance.

    The original self scoring Self Perception Inventory has now been replaced by the Belbin Interplace computer system to handle the many variables and provide reliable advice on complex human resource management issues.

    The range of reports available from the Interplace system provide valuable advisory and diagnostic information to help with:

    • Improving self awareness and personal effectiveness
    • Fostering mutual trust and understanding between work colleagues
    • Matching people to jobs - selection and career planning
    • Team building and team development

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