Transcript

THE

OF

FIVE PRACTICES EXEMPLARYLEADERSHIP
LEADERSHIP IS A RELATIONSHIP
between those who aspire to lead

and those who choose to follow. Sometimes the relationship is one-to-one. Sometimes it’s one-to-many. Regardless of the number, to emerge, grow, and thrive in these disquieting times, leaders must master the dynamics of this relationship. They must learn how to mobilize others to want to struggle for shared aspirations.
Over the past two decades we’ve looked deeply into the leader-constituent relationship. Through hundreds of interviews, thousands of case analyses, and hundreds of thousands of survey questionnaires, we’ve discovered that leaders at all levels follow rather similar paths as they guide others along pioneering journeys. By studying the times when leaders performed at their personal best, we were able to identify five practices common to most extraordinary leadership achievements. We’ve forged these common patterns into The Five Practices of Exemplary Leadership.® These practices are not the private property of the people we studied or of a few select shining stars. They have stood the test of time, and they are available to anyone, in any organization or situation, who accepts the leadership challenge.

MODEL THE WAY
The most important personal quality people look for and admire in a leader is personal credibility. Credibility is the foundation of leadership. If people don’t believe in the messenger, they won’t believe the message. Titles may be granted, but leadership is earned. Leaders Model the Way by finding their voice and setting an example. Leaders are supposed to stand up for their beliefs, so they’d better have beliefs to stand up for. Leaders must be clear about their guiding principles. They must find their own voices, and then they must clearly and authentically give voice to their values. Yet leaders can’t simply impose their values on others and expect commitment. They

From The Five Practices of Exemplary Leadership Article by James M. Kouzes & Barry Z. Posner. Copyright © 2003 by James M. Kouzes & Barry Z. Posner. All rights reserved. Published by Pfeiffer, A Wiley Imprint. Available at www.pfeiffer.com.

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then they follow the plan. Leaders are driven by their clear image of possibility and what their organization could become.have to engage others in common aspirations. Published by Pfeiffer. They knew that people first follow the person. of telling stories that made values come alive. Exemplary leaders know that it’s their behavior that earns them respect. steadfastness. Kouzes & Barry Z. Lindsay imagined a new and even more responsive partnership between employees and their customers. They chose pioneering paths and led their organizations to new summits of excellence. Neither would think of asking anyone else to do anything he or she was unwilling to do first. of working side-by-side with colleagues. each path is marked by some common patterns of action. daily acts that create progress and build momentum. and attention to detail. Posner. Modeling the Way begins with the clarification of personal values and involves building and affirming shared values that all can embrace. of being highly visible during times of uncertainty. whether their words and deeds are consistent. Alan Keith and Lindsay Levin (see case studies) each seized the opportunity to lead. The personal-best projects we studied were distinguished by the fact that all of them required relentless effort. the legacy you leave is the life you lead. Posner. Leaders Inspire a Shared Vision by envisioning the Being at Our Personal Best as Leaders In different cultures and under difficult circumstances. INSPIRE A SHARED VISION When people described their personal-best leadership experiences. In the end. That’s why Alan started with himself when it came to receiving upward feedback and Lindsay took the time to orient a new salesperson. Lindsay. All rights reserved. of handling critical incidents with grace and discipline. It wasn’t the grand gesture that had the most lasting impact. For example. competence. patterns that provide a route for leaders to follow to keep their own bearings and guide others toward peak achievements. Leaders set an example and build commitment through simple. Eloquent speeches about common values are not nearly enough. Alan imagined a company of quality people with diverse backgrounds all working together to produce imaginative new programs. Available at www. and the thousands of others who told us their personal-best experiences. Although their cultures and circumstances are distinct. Alan Keith and Lindsay Levin both understood the need to open up their hearts and to let people know what they believed. . Copyright © 2003 by James M. While each story is unique in expression. we can learn some important lessons about leadership from Alan. and of asking questions to get people to focus on values and priorities. The real test is whether they do what they say. A Wiley Imprint. They understood that leaders go first. Instead it was the power of spending time with someone. they told of times during which they imagined an exciting.com. We can learn what it takes to mobilize other people—by the force of their own free will and despite hard work and potential risk—to want to climb to the summit. Kouzes & Barry Z.pfeiffer. 2 From The Five Practices of Exemplary Leadership Article by James M. highly attractive future for their organization.

To enlist people in a vision. change the way things are. But that programming wasn’t enough for the market and it wasn’t cool enough for the younger audience TBS was going after. then TBS chairman. Those who lead others to greatness seek and accept challenge.” The studio had a highly centralized structure in which all decisions about creative issues were made by one or two people. Yet visions seen only by leaders are insufficient to create an organized movement or a significant change in a product. Creativity had been dampened. and getting it on the air as quickly as possible. getting it out the door. Fresher cartoons were needed. What may begin as “my” vision emerges as “our” vision. as Alan told us. Alan Keith was asked to take on the role of vice president of business operations and become part of the senior team. Something had to be done—and quickly. At the time. imagining the attractive opportunities that are in store when they and their constituents arrive at a distant destination. Copyright © 2003 by James M. Posner. Scooby Doo. Leaders forge a unity of purpose by showing constituents how the dream is for the common good. and there was no free flow of ideas. CHALLENGE THE PROCESS Leaders venture out. and all the work was divided into functional departments. Published by Pfeiffer. “It was about doing it cheaply. let alone in an organization. and create something that no one else has ever produced. A Wiley Imprint. and The Jetsons—the Turner Broadcasting System (TBS) got instant animated programming for the Cartoon Network. and its extensive library of classic cartoons—including The Flintstones. Leaders gaze across the horizon of time. leaders must get to know their constituents and learn to speak their language. and people will not follow until they accept a vision as their own. Alan and Lindsay both confronted their traditional Alan Keith BY ACQUIRING HANNA-BARBERA CARTOONS.com.pfeiffer. Posner. the new team had to make a dramatic shift from a manufacturing ➤ From The Five Practices of Exemplary Leadership Article by James M. Leaders breathe life into visions—through vivid language and an expressive style. Leaders cannot command commitment. Leaders uplift people’s spirits with an ennobling perspective about why they should strive to be better than they are today. gave the Hanna-Barbera team two years to produce new content and turn the studio around: if they couldn’t.. 3 . Leaders passionately believe that they can make a difference. To re-create Hanna-Barbera. he’d close the studio down. whose challenge was to completely reinvent the Hanna-Barbera studios. Kouzes & Barry Z. INC. Their own enthusiasm and excitement are contagious and spread from the leader to constituents. they can only inspire it. People must believe that leaders understand their needs and have their interests at heart if they are to sign up for journeys into the future. A person with no constituents is not a leader.future and enlisting others in a common vision. They have a desire to make something better than it is today. Ted Turner. a manufacturing mentality ruled the studio. Available at www. Kouzes & Barry Z. All rights reserved. For example. Their belief in and enthusiasm for the vision are the sparks that ignite the flame of inspiration.

Leaders understand that the key that unlocks the door to opportunity is learning. action is another. so many things flowed from that statement. services. Instead of trying to fix blame for mistakes. . and learning from mistakes. They search for opportunities to innovate. so leaders must also create a climate in which people are psychologically hardy—in which they feel in charge of change. real-time research and development effort. But leaders need not always be the creators or originators. and systems adopted. Posner. Part of creating a psychologically hardy team is making philosophy to a focus on creativity. All rights reserved. especially in the face of obstacles. Producing animation is an expensive proposition. Therefore. processes. Thus began a huge. The old departmental structure was reorganized into highly decentralized production units and cross-functional 4 From The Five Practices of Exemplary Leadership Article by James M. it’s just as likely that they’re not. Sometimes a dramatic external event thrusts an organization into a radically new condition. In fact. and how it was operated. Kouzes & Barry Z. with all different characters and all different stories. That feedback would indicate which handful were really the ones that seemed to appeal to audiences and therefore the ones they wanted to pursue. Kouzes & Barry Z. As weather shapes mountains. individual shorts.” “The vision. grow. The concept was both unique and risky. People often make mistakes when they try something new. Experiments don’t always work out as planned. problems shape leaders. taking risks. The leader’s primary contribution is in recognizing and supporting good ideas and being willing to challenge the system to get new products. Published by Pfeiffer. The work of leaders is change. Posner. it required a profound shift in perspective: “Once we were able to articulate [that shift in focus]. A Wiley Imprint.organizational cultures with some radical new ideas. Copyright © 2003 by James M. how it was set up. against other programs. Leaders know well that innovation and challenge involve experimentation. Change can be stressful.pfeiffer. and the status quo is unacceptable to them. risk. Ultimately. Leaders are early supporters and adopters of innovation. Available at www. leaders must remain open to receiving ideas from anyone and anywhere. the old factory approach had to go. Every single personal-best leadership case we collected involved some kind of challenge. leaders learn from them and encourage others to do the same.com. and we questioned every paradigm that the business had about how it worked.” But vision is one thing. ideas that enabled them to reinvent their organizations. how it was structured. Not one person said he or she achieved a personal best by keeping things the same. one that becomes cost-effective only with long-run syndicated programs. This seems like an obvious thing when you’re talking about animation but. the team decided to launch a program of unique. To support this dramatic departure from the past. “was to ultimately be viewed as the world’s leader in producing cartoon animation. and even failure. Leaders are pioneers—they are willing to step out into the unknown. Leaders Challenge the Process by searching for opportunities and by experimenting.” Alan explained. The Cartoon Network would air the shorts in different time slots. as Alan understood. promote them in different ways.” explained Alan. and collect data on ratings and viewer feedback. and improve. Leaders are learners. The team “turned the organization on its ear.

Alan dedicated himself to personally developing leadership within the organization. It was radical and risky—and forced a higher sense of accountability. To teach people how to work in this new. in the process. What evolved was a much thinner. “The whole face of the place changed. Kouzes & Barry Z. and other alliances to function effectively. It was a very gray. Leaders provide energy and generally approach change through incremental steps and small wins. make changes. organizations. off-site meetings. Little victories. At the very heart of cooperation is trust. Leaders make it possible for everyone to do extraordinary work. done on a multi-year basis so that employees’ perceptions could be tracked over time. leaders proudly explained how teamwork. A Wiley Imprint. hired its own team. Posner. dank-looking building when ➤ From The Five Practices of Exemplary Leadership Article by James M. One of the interventions Alan sponsored was a 360-degree feedback review process. and developed its own ideas. The support functions. They get done one step at a time. build confidence that even the greatest challenges can be met. trust. In so doing they strengthen commitment to the long-term future. Kouzes & Barry Z. Collaboration is the master skill that enables teams. yet stronger. Published by Pfeiffer. and keep programs. They understand that mutual respect is what sustains extraordinary efforts. Alan told us that since the organization “was about creating animation for kids. In today’s “virtual” organization. When leadership is understood as a relationship founded on trust and confidence. Like many of the leaders we’ve met. The job of all those in leadership roles shifted from control to providing the backing for people to do what they were brought on to do. lots of team building. Leaders Enable Others to Act by fostering collaboration and strengthening others. were assigned to work with different teams in the facility. all those who must live with the results. depending on what they did. 5 . Copyright © 2003 by James M. In the cases we analyzed. in some way. Posner. people take risks. Available at www. Without trust and con- teams.” Alan remarked. and movements alive. support system. Leadership is a team effort.” While turning around the Hanna-Barbera Studio was serious business. not just talking the talk. cooperation can’t be restricted to a small group of loyalists. He told us: “That was probably one of the most significant ways that I showed I was walking the walk. partnerships. All rights reserved. when piled on top of each other. and empowerment were essential to strengthening everyone’s capacity to deliver on promises and. and other forms of training took place. Extraordinary things don’t get done in huge leaps forward. ENABLE OTHERS TO ACT Leaders know they can’t do it alone.sure that the magnitude of change isn’t overwhelming. Alan set the example by going first.” They frequently had celebratory parties around the shows and “Anyone who did something that was incredibly useful or important to the mission was recognized publicly.pfeiffer. it should be a fun place to work. Leaders help create a trusting climate. So leaders engage all those who must make the project work and. trusting system. often exceeded their own expectations. Each unit focused on one of the shorts. Alan and Lindsay used the word “we” nearly three times more often than the word “I” in explaining their personal-best leadership experiences.com.

as well as the entire team. Posner. and more information. Leaders also expect the best of people and create selffulfilling prophecies about how ordinary people I first arrived. Kouzes & Barry Z. frustrated. the buildings were painted bright colors. The work of leaders is making people feel strong. she wanted every customer to have “an excellent experience dealing with From The Five Practices of Exemplary Leadership Article by James M. he’s applying the lessons he learned at Hanna-Barbera to get extraordinary things done. Alan has since been recruited by Lucas Digital Ltd. Genuine acts of caring uplift the spirits and draw people forward. trustworthy system for producing cartoon animation. a car dealership and repair group based in the South East of London. and lead from the heart—lead from what you believe in. 6 .” The Hanna-Barbera turnaround was a huge success story. they’re much more likely to use their energies to produce extraordinary results. and more training so they could act on decisions. be willing to take a risk. Posner. It was like coming to work in a cartoon every day. Lindsay made it a point to let each person. When people have more discretion. and disenchanted. Leaders know that people do their best when they feel a sense of personal power and ownership. When I left. Available at www. people can become exhausted. Leaders Encourage the Heart by recognizing contributions and celebrating values and victories. capable. That happened organically as we started to really change the place. Commitment-and-support structures have replaced command-and-control structures. there is no change. It created programs and merchandise that have produced billions of dollars in revenue for the Cartoon Network—and a whole new. and the conference tables had all of our characters’ names engraved in them. Without risks. Exemplary leaders use their power in service of others. know about the good work being done.com. For example. information. but by giving it away. we had zany furniture in the lobby. LLC. ENCOURAGE THE HEART The climb to the top is arduous and long. Exemplary leaders set high standards and have high expectations of their organizations. Alan created a workplace that was a fun place to be and found creative ways to ensure that people’s contributions were noted. things needed to be different than they were—and she had a strong inner conviction about what needed to change. people do not take risks.fidence. if they were to remain competitive and thrive. she already had a sense that. more authority.. Creating a climate where people are involved and feel important is at the heart of strengthening others. Lindsay Levin WHEN LINDSAY LEVIN TOOK OVER THE REINS OF WHITES. They’re often tempted to give up. What does he see as a key lesson? “Know what you value.pfeiffer. Alan and Lindsay recognized that they had to give people on the front line proper vision and training and follow that up with responsibility. All rights reserved. For example. they enable others to act. A Wiley Imprint. Kouzes & Barry Z. Copyright © 2003 by James M. informed. Simply put. It’s essentially the process of turning constituents into leaders themselves—making people capable of acting on their own initiative. and connected.” We couldn’t have said it better. not by hoarding the power they have. Published by Pfeiffer. As chief administrative officer.

and focus people’s energies. All rights reserved. Leaders know that celebrations and rituals. service. they also needed to feel involved and valued. Available at www.pfeiffer. leaders create and sustain team spirit. The results were electrifying. “If we are not really committed to our own people. Caring is at the heart of leadership. when done with authenticity and from the heart. Part of the leader’s job is to show appreciation for people’s contributions and to create a climate of celebration. Encouragement is a curiously serious business. “that our ability to deliver amazing customer service was all about people—and making them feel motivated. The workforce was neither highly motivated nor committed. Neither are they about pretentious ceremonies designed to create some phony sense of camaraderie.” It was a big goal—and Lindsay had no illusions about the size of the task. In short. Kouzes & Barry Z. Lindsay started by holding focus groups of customers and playing back videotapes of the proceedings to the employees. note cards. system. A Wiley Imprint. Kouzes & Barry Z. empowered. Public celebrations let everyone know that “We’re all in this together. she faced a situation all too familiar to businesses around the globe.” Yet recognition and celebration aren’t simply about fun and games. they sustain people’s focus. I didn’t want it to be okay. What she does know is people. In the cases we collected. by basing celebrations on the accomplishment of key values and milestones. This was the essential value-added and transformational competence she brought to the leadership of Whites. T-shirts. build a strong sense of collective identity and community spirit that can carry a group through turbulent and difficult times. Posner. personalizing appreciation. ✹ us. rekindle. She knew. the members need to share in the rewards of their efforts. and culture that had remained substantially unchanged for many years. but still professes to know little about motor engines and the product side of the enterprise. leaders stimulate. ringing bells. Published by Pfeiffer. Encouragement can come from dramatic gestures or simple actions. how can we expect them to be committed to our customers?” She knew that everyone at Whites needed to know the stakes and how they make a difference. By paying attention. she told us.” As she said. offering encouragement.com.can produce extraordinary results. She had started working in the family business (founded by her great-grandfather) as a teenager. 7 . and parts— operated largely independently. Copyright © 2003 by James M. Lindsay had this vision—yet Whites had an organizational structure. Encouraging the Heart is how leaders visibly and behaviorally link rewards with performance and behavior with cherished values. Leaders know that in a winning team. frequently blaming one another for any problems. I wanted it to be amazing—every time. Its three departments—sales. Posner. and trusted. for employees recognized themselves as the sub➤ From The Five Practices of Exemplary Leadership Article by James M. there were thousands of examples of individual recognition and group celebration— including marching bands. and personal thank-you’s. By celebrating people’s accomplishments visibly and in group settings. and maintaining a positive outlook.

it is this: Leadership is everyone’s business. it is a myth that only a lucky few can ever decipher the leadership code. If there is one singular lesson about leadership from all of the cases we have gathered.pfeiffer. Kouzes & Barry Z. “As a result. . Zapping means giving people positive strokes—boosting their moti- 8 From The Five Practices of Exemplary Leadership Article by James M. “to make certain that we are ‘zapping’ people on a regular basis and not ‘sapping’ them. ject of customers’ complaints. Lindsay made a commitment to training—sixteen hours a month—an expensive and even sometimes unpopular proposition—but it has paid off. A Wiley Imprint. As we said. Posner. learnable set of practices.” The teams also transformed relationships with customers and technicians alike—so much so that employees now sometimes drop in on their days off to check progress on customers’ vehicles.” says Lindsay. in over two decades of research. “a very new way of working in teams developed. but they put employees at all levels into the right frame of mind and gave teams the confidence to move on to bigger projects. contributing to many awards both inside and outside the car industry. This myth is perpetuated daily whenever anyone asks. People who have been in training courses (covering both technical and people skills) go on to train others on the job. Lindsay asked employees to talk about the changes they wanted to see happen. Initially these weren’t steps that had much impact on customers.LEARNING TO LEAD In fact. we have been fortunate to hear and read the stories of thousands of ordinary people who have led others to get extraordinary things done. Published by Pfeiffer. The bottom line? Revenue and growth have more than doubled. And it is most definitely not something mystical and ethereal that cannot be understood by ordinary people. most notably by operating as integrated and self-managing units in direct contact with customers. they made fundamental changes in working practices.” says Lindsay. Lindsay herself has received her country’s Turnaround Entrepreneur of the Year award! “We really try very hard at Whites. Employees formed small voluntary teams to work on implementing these changes. Available at www. There are millions more stories.com. Kouzes & Barry Z. Copyright © 2003 by James M. All rights reserved. Posner. Skills transfer is a reality. Ultimately. To help solve the problems. “Are leaders born or made?” Leadership is certainly not a gene. Our research has shown us that leadership is an observable. The belief that leadership cannot be learned is a far more powerful deterrent to its development than is the nature of the leadership process itself. THE MOST PERNICIOUS MYTH is that leadership is reserved for only a very few of us.

and shortcomings.” She clearly knows the critical importance of doing what you say you’ll do and leading from the front. Posner. talents. Formal training and education can help. Those who become the best leaders take advantage of the broadest possible range of opportunities. The result was the Leadership Practices Inventory (LPI). Posner. Kouzes & Barry Z. leadership development is self-development. whether it’s traveling to Scotland to deal with a customer whose car has broken down or delivering a car after midnight to a customer who was returning from an overseas flight.” After all. fail. They try. and learn from their mistakes. Musicians have their instruments. Available at www. Leaders develop best when they are enthusiastic participants in change. Copyright © 2003 by James M.com. Lindsay has developed and guided a committed team to revolutionize the business and make it customer and people focused. then we vation by recognizing a job well done and giving them the confidence to push themselves further. We also learn from other people and from experiences. Lindsay understands that it uplifts everyone’s hearts to learn what people are doing on their own. Leaders have themselves. across both private and public organizations. If these are the practices of leaders when they were at their personal bests. “If everyone is doing a great job. which has been called “the most reliable leadership development instrument available today. Engineers have their computers. All rights reserved. Kouzes & Barry Z. Ultimately.” The LPI lends quantitative evidence to the qualitative data provided by personal-best leadership case studies. to publicly recognize people for “Going the Extra Mile” in pursuit of serving the customer. as she says. They are their own instruments. This means talking about your values and the values in your organization. as in all high-performing organizations. Lindsay firmly believes “You have to open up your heart and let people know what you really think and believe. Self-confidence develops as we build on strengths and overcome weaknesses. leadership truly is everyone’s business. many leadership skills are successfully learned in the classroom. By demonstrating exemplary leadership skills. But training alone is insufficient. A Wiley Imprint. what’s the problem in letting them know that?” All managers take time out to say thank you personally at every opportunity. At Whites. ✹ From The Five Practices of Exemplary Leadership Article by James M. In fact. Each month twenty-five to fifty awards are generated by anyone in the organization. STUDIES USING THE LEADERSHIP PRACTICES INVENTORY We translated the actions that make up the five practices of exemplary leadership into behavioral statements so that managers and non-managers (individual contributors). Published by Pfeiffer.The self-confidence required to lead comes from learning about ourselves—our skills. Accountants have their calculators.pfeiffer. 9 . prejudices. could assess their skills and use this feedback to improve their leadership abilities.

In addition to a “Self ” version. Findings such as these have been noted around the globe. the “Observer” version allows for 360-degree feedback from constituents. and variances between “Self ” and ✔ LPI scores are positively related to job satisfaction and employee commitment levels. these are precisely the findings from our empirical studies. ✔ LPI scores of hospital managers are significantly correlated with constituent reports of workplace empowerment. and Australia reveal that job satisfaction. and others in order to provide a balanced picture of leadership behaviors and constructive discussion of ways to improve. ✔ Effective bank managers have consistently higher LPI scores than those of less effective managers. colleagues. rankings by frequency.leadershipchallenge. managers. Computerized scoring software provides feedback along a number of dimensions. Published by Pfeiffer. DESCRIPTION OF THE INSTRUMENT The LPI consists of thirty statements that address the essential behaviors found when people report being at their personal best as leaders. and productivity. There is also a version of the LPI designed specially for use with students (Student-LPI). Posner. with behavioral anchors. Responses are marked on a ten-point scale. Japan. respondents indicate the frequency with which the particular behavior is engaged in by the individual. and resident advisers. Europe. student body officers. job satisfaction. fraternity and sorority chapter presi- 10 From The Five Practices of Exemplary Leadership Article by James M. Consider just a few of the interesting conclusions documented by these studies: dents. Their commitment and satisfaction levels should be greater when people report being led by those whose behaviors match up with The Five Practices of Exemplary Leadership. Posner. ✔ Teachers from high-performing schools report consistently higher LPI scores for their principals than do teachers from less effective schools. For example. Responses range from 1. Copyright © 2003 by James M. Mexico. A Wiley Imprint. ✔ College students view the effectiveness of their leaders across a diverse set of organizations (for example.com). Kouzes & Barry Z.pfeiffer. . Indeed. For each statement. indicating “almost always. ✔ The job satisfaction of ministerial staff members is significantly related to the LPI scores they give for their pastors. we should expect the work teams and organizations characterized by leaders engaging in The Five Practices to be more motivated and productive. as well as the conclusions from research projects conducted by more than two hundred other scholars and doctoral students (summaries of which can be viewed at www. studies reported from the United States. including comparisons by respondent category or relationship with the normative database. The Five Practices of Exemplary Leadership make a difference. All rights reserved.com. Similarly. and so on) as directly related to the LPI scores of these leaders. Kouzes & Barry Z. Available at www. productivity.” Six statements comprise each of the five leadership practice measures. and organizational commitment are significantly correlated with the The Five Practices of Exemplary Leadership. indicating “almost never” to 10.should expect those people who are engaged in The Five Practices of Exemplary Leadership to be more effective than those who are not. Asia. Canada. ✔ Burnout among mental health professionals is decreased when their supervisors have high LPI scores.

peers. strong. Kouzes & Barry Z. 11 .com. Posner. With data from over two hundred thousand respondents. has consistently been found by researchers to be related to positive employee and organizational outcomes. Tests showed no significant social desirability bias. So that 360-degree feedback can be provided. There are sections on how to “make sense” of the feedback. presents a process for continuous leadership development over time and includes over one hundred specific tips and strategies for learning how to be a more effective leader and to continue to develop and hone one’s leadership capabilities. The LPI. responses from the LPI-Observer (constituents) are used in these analyses rather than responses from the LPISelf. and all scores on the Observer version are consistently above the .com).-based and non-U. Leadership. ethnicity.90+ range.“Observer” scores. the LPI has demonstrated sound psychometric properties (the most current information on the LPI can be found on our website at www. age.0001). LPI scores explained over 55 percent (p < . identifying both personal strengths and areas for further development.pfeiffer. Posner. Validity Validity is the answer to the question: “So what difference do scores on the LPI make?” This question is addressed empirically by looking at how LPI scores are correlated with other measures. Published by Pfeiffer. Available at www. These findings are relatively consistent both within and across U.S. A Wiley Imprint. The LPI Participant’s Workbook provides helpful interpretive feedback and space for participants to make plans for improvement in each leadership practice assessed. PSYCHOMETRIC PROPERTIES OF THE LPI The Leadership Practices Inventory has been fieldtested and proven reliable in identifying the behaviors that make a difference in leaders’ effectiveness. despite possible individual differences (for example. To minimize self-report biases. Test-retest reliability scores are very robust and routinely in the . responses from one’s manager. credibility. within public and nonprofit organizations as well as in private sector businesses. All rights reserved. typically of important outcomes such as job satisfaction.-based organizations and countries around the globe. consisting of only thirty statements. work group productivity. and so on). as measured by the LPI. or direct reports can be generated. In another study. gender. All five leadership practices have internal reliability scores (as measured statistically) that are above . The LPI Leadership Development Planner. In one study. LPI scores were used to successfully predict performance levels of managers (p < . employee commitment. and the like. as well as advice on how to collect additional information and discuss the data with constituents.leadershipchallenge. Copyright © 2003 by James M. Kouzes & Barry Z.85 level. These relationships have been reported across industries and disciplines. sales performance. a companion piece to the LPI Participant’s Workbook. Reliability Internal reliability (the extent to which items in a scale are associated with one another) is quite ✹ From The Five Practices of Exemplary Leadership Article by James M.0001) of the variance in work group effectiveness (as conceptualized along six dimensions). takes about ten minutes to complete.75 for the Self version.S.

com. 4.THE FIVE PRACTICES AND TEN COMMITMENTS OF EXEMPLARY LEADERSHIP 1MODEL 1. . STRENGTHEN OTHERS by sharing power and discretion. All rights reserved. EXPERIMENT AND TAKE RISKS by constantly generating small wins and learning from mistakes. the process 7. grow. 6. a Shared Vision 3CHALLENGE 4ENABLE 5. ENLIST OTHERS in a common vision by appealing to shared aspirations. RECOGNIZE CONTRIBUTIONS by showing appreciation for individual excellence. 2. From The Five Practices of Exemplary Leadership Article by James M. CELEBRATE THE VALUES AND VICTORIES by creating a spirit of community. Kouzes & Barry Z. Copyright © 2003 by James M. Published by Pfeiffer. Kouzes & Barry Z. Posner. A Wiley Imprint. SET THE EXAMPLE by aligning actions with shared values.pfeiffer. FOSTER COLLABORATION by promoting cooperative goals and building trust. 8. Posner. ENVISION THE FUTURE by imagining exciting and ennobling possibilities. and improve. Others to Act 5ENCOURAGE the Heart 12 9. 10. Available at www. 2INSPIRE 3. the Way FIND YOUR VOICE by clarifying your personal values. SEARCH FOR OPPORTUNITIES by seeking innovative ways to change.

Coming Soon: The Leadership Challenge Workbook To learn more about these training tools or to place an order. organizers. . ENCOURAGING THE HEART This book delves deeply into the art of encouragement and reveals the practices and techniques exceptional leaders use to inspire extraordinary performance in others. . Third Edition LPI Online (www. and wallets offers quick reference to the model used in The Leadership Challenge and the LPI. this updated classic is grounded in extensive research and based on interviews with all kinds of leaders at al levels in public and provate organizations from around the world. THE LEADERSHIP CHALLENGE CARD This handy pocket-sized card for desks.lpionline.Now That You Have Discovered the Most Trusted Source for Becoming a Better Leader. visit us at www.leadershipchallenge. Building on the knowledge base of previous editions. and genuine guide to helping leaders understand the fundamental importance of credibility in building personal and professional success.com or call 800-956-7739. . CREDIBILITY A personal. inspiring. THIRD EDITION The flagship book from Jim Kouzes and Barry Posner. Also available: The Leadership Practices Inventory (LPI) . Add to Your Leadership Library With These Kouzes and Posner Best-Sellers THE LEADERSHIP CHALLENGE. (Available soon) THE LEADERSHIP CHALLENGE POSTER A visible reminder of The Five Practices and Ten Commitments of Exemplary Leadership.com) Student Leadership Practices Inventory (Student LPI) What Followers Expect from Leaders (audio) THE LEADERSHIP CHALLENGE JOURNAL This personal reflection piece is perfect for readers (and writers) looking to start or continue their leadership journey.

It’s not here today. LEADERSHIP MATTERS. Even in today’s wired world. is now.!7IA7I7-jghej !:t. What is important are the choices you make when stuff happens. uncertainty. and new beginnings. The next time you say to yourself. gone tomorrow. “Why don’t they do something about this?” look in the mirror. hardship. And leadership matters most in times of uncertainty.LEADERSHIP MATTERS LEADERSHIP IS NOT A FAD. Ask the person you see. It’s not so important whether you find the challenges or they find you. Challenge is the opportunity for greatness. “Why don’t I do something about this?” The legacy that you leave will be the life that you lead. it’s not the web of technology but the web of people that matters most. Business/Leadership ISBN 0-7879-6749-1 . and will continue to be a function of how well people work and engage with each other. disruption. Try naming one significant movement that wandered leaderless into the history books. People who become leaders don’t always seek the challenges they face. recovery. Leaders can’t do it alone. It’s here today. the potential for greatness is phenomenal.K.k . YOU MATTER. Given the daunting challenges we face today. and here forever. transition.k. Challenges also seek leaders. It’s a fact.K. The study of leadership is the study of how men and women guide us through adversity. Success in enterprise and in life has been. PEOPLE MATTER. Success in leadership depends on your capacity to build and sustain collaborative human relationships. transformation.