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Developing, nurturing, and empowering—this is you at your personal best as a coach, consultant, facilitator, or human resource professional. Anyone can learn to be a great leader—young people in high school and youth groups, undergraduates and graduate students, and executives advancing along their personal leadership journey. Evidence-based, rigorously tested, 30 years of original research, and data from millions of leaders around the world. Our comprehensive suite of LPI tools includes leadership assessments designed to meet your needs: for seasoned leaders as well as those new to the role (LPI 360), individual consultants, human resources professionals, or independent contributors (LPI Individual), and young people looking to enhance their leadership role in school or in the community (Student LPI). The Student LPI, created specifically for use with high school or undergraduate college students,  incorporates the Student LPI instrument (completed by the Student Leader) and the Student LPI Observer that gathers valuable 360-dgree feedback from teachers, coaches, teammates, co-workers, and others who have direct experience of the individual in a leadership role.
The Leadership Practices Inventory (LPI) is the best-selling and most trusted leadership tool of its generation. Fill out this short contact form below and one of our representatives will get back to you as soon as possible! I scored lowest in the Enable Others to Act and Encourage the Heart Categories.I believe that I do not Enable Other to Act as well as I could because I am a very capable person. Most of my jobs have involved hard labor with emotionally and mentally under developed people. I think I enable others to act pretty well because I have given a lot of my friends jobs at various points. I will try to recognize that people have different strengths and weaknesses and that people learn in different ways. I am going to make an effort to try to be supportive of people who are not performing to their potential and find ways to encourage improvement rather than just do things for them.
This is a Competency based Assessment tool that can be used for 360-degree assessment, or self-assessment.
Adapts approach and style to different leadership demands, such as: downsizing, turnarounds, re-structuring, and growth into new markets.
Can identify and apply the personal characteristics required to successfully lead various change challenges. Personal experiences, successes and comfort with intuition has built a confidence in own abilities and judgment.
Nutrition, exercise, vacation, contributes to overall vitality, enthusiasm with team members, and absence of illness. Able to focus and expend considerable concentration over protracted periods of time as required. Uses natural energy cycles to advantage in creativity, concentration, problem solving, etc.
Individuals scoring highly in the yellow zone bring to their organizational role a focus on their own personal contributions to leadership. A high orange zone score highlights a leadership approach that facilitates contributions and insights from fellow team members, CEO and senior management.
Leadership practices in the green zone shows that the executive is actioning a systems-thinking approach and seeking information and insight both from inside the management team and from broader organizational stakeholder inputs. If your top score is in the blue zone you and your executive team make decisions and take actions which ensures the organization acts responsibly within community and industry sector at large.
The highest score represents the type of leadership style you would like to be practicing in the future.
Engages sustainable practices and efforts which contribute to the protection and regeneration of the natural environment. Conscientious in promoting and utilizing recycling and energy reduction practices on a personal level. Challenges senior team to make a difference' through continuous improvement of office, production, service, delivery and other processes with respect to energy utilization and environmental impact. All business processes and strategic planning incorporates sustainable practices' as a cornerstone in their design, decision-making, and implementation.

Makes a personal contribution toward community initiatives, professional associations, charities, etc.
Encourages and supports team members in making contributions to community, associations, charities.
Establishes systems and roles within the organization to generate community support and programs.
Participates in a comprehensive system to target broad community with stakeholder outreach and engagement, regular review of findings, and integration into annual planning processes of the organization. And leadership can be a powerful tool for good—whether leading a team or developing your individual potential to achieve your personal best. Explore this website to find the tools you need to train and coach aspiring leaders to achieve the extraordinary. If you're in the business of educating emerging leaders, we're here with the evidence-based resources to help you build the foundation for transformative leadership education. The Leadership Practices Inventory (LPI) is the cornerstone of The Leadership Challenge®, our global campaign to liberate the leader in everyone.
Equally as valuable is insight and feedback from those around us who know us well, who have experience of us in our role as a leader, and who are committed in their support of our personal development to provide honest input into the behaviors we exhibit to others.
Leaders and individuals complete the LPI Self, rating themselves on the frequency with which they believe they engage in each of the 30 behaviors.
Developed by Jim Kouzes and Barry Posner, this celebrated instrument package approaches leadership as a measurable, learnable, and teachable set of behaviors. These are the ones that I am most comfortable with and it makes sense to me that I scored highest in these categories. I don’t want to sound like I am bragging but in my experience in life so far I am better than most people at most things. I have delivered phone books, worked as a wildland firefighter, and done hydroblasting (using extremely high powered pressure washers) to clean out chemical tanks. By being one of the hardest workers and staying positive and never having problems it holds everyone to a higher standard. The nice thing about phonebooks is that you work as an independent contractor so you can work as much or little as possible. I am excellent at recognize and supporting people who are doing well if they are actually doing an exceptional job.
As a leader I need to work on identifying peoples strengths and weaknesses so I can assign the right people to the right tasks.
Built from over 10 years of ongoing competency research, with input from over 4,000 users in Canada, the US, and foreign organizations, it is specifically focused on those who are at the General Managers, Vice Presidents, Assistant Deputy Ministers, CEO's and other executive leadership levels. These can also be used as a preparatory element for a Program or Coaching initiative facilitated by Banff Executive Leadership. Mobilizes whole organization plus suppliers toward new systems and processes required to make the changes successful.
Create bar graphs of your scores for each colour below (you may want to add bar graphs of the average score of feedback from others participating in a multi-rater feedback approach). They tap into personal networks, their own experience and skill sets, their personal values, and their own interpretation of support materials, readings, conversations.
This style attempts to lever all the strengths of the group members to achieve insight and decision-making greater than the sum of the parts. Your leadership practices seek regular engagement of the wider community of clients, government and the public to ensure you remain relevant to their needs. Environmentally responsible behaviour is Everyone's business' with reward mechanisms to support new ideas and initiatives.
Over three million people have used the LPI as a first step to reaching their personal leadership best—a clear indication that leadership is a practice that can be learned by anyone, not an inborn skill for the lucky few. Combined, these essential perspectives provide invaluable insight into how we view ourselves as a leader, how others view us, and what actions we can take to improve our effectiveness.

This 360-degree leadership assessment tool helps individuals and organizations measure their leadership competencies, while guiding them through the process of applying Kouzes and Posner's acclaimed Five Practices of Exemplary Leadership Model to real-life organizational challenges. All of these jobs involve 12 to 20 hours shift and people sometimes breakdown physically and emotionally. This is especially important when people are working under you because no one wants to feel like they are busting their ass while their boss is sitting right next to them doing nothing.
The jobs last until all the books are delivered so anytime that you aren’t working you are missing out on money that you could be earning. I could improve in this area because I have had friends and random other guys just quit on me because they think the work is too hard for what they get paid. On the other hand, some people who try their best just do a bad job and I have no patience for that. Kids annoy me, old people annoy me, and people that struggle with things that seem simple or obvious to me annoy me.
I realize that I have very little patience for people that don’t do things as well as me. Has identified personal value system, life priorities, and convictions of the heart; and aligns career, work with them. This expertise and reference approach can provide strong personal contributions to the organization including special expertise, knowledge, and project work. Builds these perspectives into organization plans, ensuring the community recognizes leadership in this area. Finds way to enhance the success of the community at the same time as success of their organization.
No matter where you are in your leadership development journey, here you can discover more about how this 360-degree assessment can help you develop your leadership potential and inspire those around you to be the best they can be. When faced with a task or challenge I am the sort of person who just does it because it is something that needs to be done. Again, not trying to brag, there are a lot of other people that can master new things quickly but I think that is the main reason that I scored low in the Enable Others to Act. In the contract world their are a lot of sloppy looking unprofessional crews so we stand out by looking very professional and uniform. I quickly realized that the traditional idea of an 8 hour shift or a monday thru friday work week doesn’t apply here. Your plan should describe, concretely, the behaviors you do now and would like to do, and it should attempt to describe the beliefs that lie behind your current and intended behaviors.
By becoming more patient and making an effort to understand where people are coming from I can build connections with people as well as effectively encourage them to improve.
Often task or challenges are being completed under time pressure so whenever I see someone doing something poorly I am irritated and impatient, especially if I just take over to get it done and by doing that it prevents me from taking care of other things that need to get done.
We have new employees every year, sometime up to half of a crew (10 people) could be brand new but we need to keep our image. I spend a lot of time showing the new recruits, how to act, and explaining why we do things the way we do. An 8 hour day turned into 16+ hour days, day of the week became irrelevant, I could work everyday, paying for a place to stay ads daily fixed costs and waste time commuting, I could sleep in my van outside of the warehouse. I probably scored low on Encourage the Heart because I don’t relate to people that need that.
Sometimes managers were skeptical that I was actually delivering the books because they didn’t think it was possible to be as quick and efficient as I was.

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