Leadership Practices Inventory

Leadership Practices Inventory (LPI)

The Leadership Practices Inventory (LPI) is a 360-degree assessment instrument based on the Five Leadership Practices model described by James Kouzes and Barry Posner in their book, The Leadership Challenge. It provides a tool that helps leaders assess the extent to which they actually use those practices so that they can look at ways to become more effective.

View a Sample LPI Report

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 themselves 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.

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.

The Five Practices Model

Over nearly two decades of research, Jim Kouzes and Barry Posner have uncovered five fundamental practices that enable leaders to get extraordinary things done. When they are at their personal best, leaders exhibit the following five competencies . . .

Model the Way

Leaders establish principles concerning the way people (constituents, peers, colleagues, and customers alike) should be treated and the way goals should be pursued. They create standards of excellence and then set an example for others to follow. Because the prospect of complex change can overwhelm people and stifle action, they set interim goals so that people can achieve small wins as they work toward larger objectives. They unravel bureaucracy when it impedes action; they put up signposts when people are unsure of where to go or how to get there; and they create opportunities for victory.

Inspire a Shared Vision

Leaders passionately believe that they can make a difference. They envision the future, creating an ideal and unique image of what the organization can become. Through their magnetism and quiet persuasion, leaders enlist others in their dreams. They breathe life into their visions and get people to see exciting possibilities for the future.

Challenge the Process

Leaders search for opportunities to change the status quo. They look for innovative ways to improve the organization. In doing so, they experiment and take risks. And because leaders know that risk taking involves mistakes and failures, they accept the inevitable disappointments as learning opportunities.

Enable Others to Act

Leaders foster collaboration and build spirited teams. They actively involve others. Leaders understand that mutual respect is what sustains extraordinary efforts; they strive to create an atmosphere of trust and human dignity. They strengthen others, making each person feel capable and powerful.

Encourage the Heart

Accomplishing extraordinary things in organizations is hard work. To keep hope and determination alive, leaders recognize contributions that individuals make. In every winning team, the members need to share in the rewards of their efforts, so leaders celebrate accomplishments. They make people feel like heroes.

These practices are not the private property of a few shining stars. They can be cultivated by anyone, in any organization or situation, who accepts the leadership challenge.

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Questions about the LPI, contact Jeff at jeff@giftedleaders.com