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On the other hand – which was a surprise to me! Observers rated me higher than I had rated myself in the following categories: “Paints big picture of group aspirations”; “Recognizes people for commitment to shared values”; “Describes a compelling image of the future”; “Asks for feedback on how his actions affect people’s performance.” (“LPI: Leaderships Behaviors Ranking”, p.3)
“Develops cooperative relationships (9.0)”; “Follows through on promises and commitments” (8.5); “Sets a personal example of what is expected” (8.5); “Treats people with dignity and respect” (8.3); “Makes certain that people adhere to agreed on standards” (8.3); and “Gives people choice about how to do their work” (8.0). These, then, are, presumably, my strengths (all of them falling in the categories of “Enable others to Act” and “Model the Way”). (“LPI: Leaderships Behaviors Ranking”, p.3)
“Experiments and takes risks” (6.8); “Searches outside organization for innovative ways to improve” (6.8); “Talks about future trends influencing our work” (6.5); “Asks for feedback on how his actions affect people’s performance” (6.5); “Seeks challenging opportunities to test skills” (6.3). These, then, are my weaknesses, which I need to focus on to improve. The pattern, here, is that most of these behaviors seem to be in the “Challenge the Process” category, with one in “Inspire a shared Vision”, and the other in “Model the Way”. Nevertheless, the “Challenge the Process” category seems to be that which I most need to focus on (“LPI: Leaderships Behaviors Ranking”, p.3).
On the whole, the Observers perceived my leadership ability as being more average than I perceived it to be myself. The categories, “Encourage the Heart”, and “Challenge the Process” toggled the line between Moderate and Low; the latter according to both Co-worker and Others, the former
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