The LPI leadership assessment test provides information about a person's leadership level, leadership skills, and leadership style. The instrument is based on a five factor concept model of leadership, and it covers competencies that appear frequently in company competency frameworks. The LPI is designed for work and occupational applications - recruitment, training, team building, coaching, and counseling.
The instrument measures five leadership meta-competencies and 20 lower-level management and leadership competencies. The 160-item questionnaire takes about 15 minutes to complete. The LPI uses the Standard Ten (Sten) scoring system. The LPI report provides an in-depth profile of the test taker's leadership skills, leadership level, leadership style, and offers performance improvement tips and suggestions. The instrument's 20 scales measure the following competencies.
|Initiating activity||Shows initiative, has positive attitude, self-starter.|
|Taking risks||Takes risks, challenges accepted practice, bends rules to make progress.|
|Creating and innovating||Originates change, makes things better, produces creative ideas and solutions.|
|Adapting to change||Adapts quickly to change, responds flexibly to people and situations.|
|PLANNING AND ORGANIZING|
|Analyzing and interpreting||Analyzes situations carefully, makes rational judgments and logical decisions.|
|Making decisions||Decides quickly, displays confidence, acts independently when necessary.|
|Planning and prioritizing||Plans and prioritizes work activities, manages time effectively.|
|Monitoring quality||Takes pride in work, does job well, gets the detail correct.|
|Communicating||Expresses views clearly, makes impact with presentations.|
|Listening and supporting||Sensitive to people's needs, involves people in plans and decisions.|
|Relating and networking||Develops strong working relationships, builds rapport quickly.|
|Team working||Strong team player, works effectively with people.|
|Achieving goals||Self-motivated, driven to get ahead, prepared to do whatever it takes.|
|Meeting customer needs||Applies customer concepts, focuses on quality and service.|
|Focusing on the business||Focuses on bottom line, controls costs, sets ambitious targets.|
|Learning and developing||Exploits opportunities for self-development, energetic, self-aware.|
|Persuading and influencing||Has presence and authority, enjoys being in charge, takes the lead.|
|Motivating and empowering||Empowers and motivates team members, delegates tasks effectively.|
|Coaching others||Coaches and develops team, gives regular feedback.|
|Coping with pressure||Handles pressure and stress, stays calm and in control.|
The internal consistency reliabilities of the scales range from 0.7 to 0.8 with a median of 0.7. Correlations between the scales and marker variables are in the range of 0.5 to 0.9 with a median correlation of 0.8. Criterion - related validity studies show statistically significant correlations between job performance and test scores on all scales. The magnitude and range of correlations are consistent with those reported in the literature for the impact of leadership style on job performance.
The instrument's norms are based on a large international comparison group of 20,000 respondents with equal numbers of men and women. Fifteen percent of respondents were aged 16-25, 27% were aged 26-35, 22% were aged 46-55, and 6% of respondents were in the 55+ age range. The mean age of the sample was 38.1 with a standard deviation of 11. Most respondents came from the United States, the United Kingdom, Canada, and Australia. Differences in scores related to gender, age, ethnicity, and nationality are very small.
15 ~ 20 minutes
If you are an individual who wants to do a single assessment, click on the button below to start the assessment. You will get your personalized feedback report and development advice immediately after completing the assessment.
Click on the button below to open an account and purchase assessments for a group of candidates.