Tag Archives: Education and Training

360° Leadership Feedback

The purpose of 360° Leadership Feedback  is to assist you in developing your capabilities fully.  In order to provide you with the broadest possible perspective, feedback is typically requested directly from you and other people within the organization.

The number of people enlisted in the leadership evaluation process generally depends on the size of the organization or the role of the leader being evaluated.  As a rule of thumb, you should cover all 360° around the leader’s position – including direct reports, indirect reports, peers and coworkers.

Feedback is a form of respect and it can provide leaders with the invaluable resource of unfiltered evaluation.  The process itself should be presented in such a way that communicates its importance for individual growth (professionally or personally).  Human Resource Managers must exercise good judgement in facilitating the 360° Leadership Surveys from start to finish.

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Predictive Index (PI)

Since 1955, tens of thousands of business executives, dedicated to developing energetic, motivated, and productive organizations,
have benefited from utilizing the Predictive Index (PI).


What is PI?

The Predictive Index is a practical, proven tool for identifying the unique talents and motivations that bring people to your business. These tools will help assure that you bring only the most qualified people into your organization, and that those people will be developed and managed to make them as effective and productive as possible.

The Predictive Index (PI) is a comprehensive program which provides tools, training and consulting support to improve the effectiveness of managers in developing and focusing the energy of their people to meet the needs of the business.

The PI is about people, and how they impact your business, your customers, each other, and you. What motivates them, and how you, as leaders, can improve bottom line results by better focusing and developing the vast potential of your most powerful asset – your people.

In using the Predictive Index to assess the potential of any individual, it is necessary to take into consideration other important information derived from the interview, personal history, experience and observation.

The PI specifically measures Motivating Needs, Behaviors, Drives, Aptitudes and Styles. Other factors to consider include: Experience, Skills, Attitudes and Values, Interests, Literacy and Language, Physical and Health, Intelligence, Education and Training and Knowledge.

Elements of PI

SelfDoing what comes naturally.
Self-Concept: How an individual perceives the environment requires him/her to behave or change.
Synthesis: How an individual behaves in his/her current job.  A combination of Self and Self-Concept.

What are we measuring? 

People are motivated by certain fundamental needs or drives which lead to certain behaviors.  In PI, we call these motivating needs “Factors”.

Every individual has all four Factors, expressed in varying degrees.  No individual Factor is more important than another.  They are all equal.  We make no judgment about a Factor as being either good or bad.

Four Primary Factors
measuring motivating needs and behaviors
A – Dominance (measures the drive to exert one’s influence on people and events)
B – Extroversion (measures the drive for social interaction with other people)
C – Patience (measures the intensity of a person’s tension and pace)
D – Formality  (measures the drive to conform to formal rules and structure)

Points to the absolute center of the pattern.  There is always an equal amount of Sigmas on each side of the Balanced Norm.

Occurs in three patterns.  Used to created the Norm.  In the Synthesis pattern, the M Factor measures the individual’s level of response to the PI Survey.

Only occurs in the Synthesis pattern.  Measures judgment, subjective or objective.  

Build the Foundation

In business challenges and connections, use PI as a decision making tool to:

DEFINE JOBS that reflect the actual demands of the job
ATTRACT CANDIDATES who are motivated to do the work
SELECT/HIRE the right people
PLAN STRATEGY that achieves your business objectives
BUILD TEAMS that are focused and motivated
COMMUNICATE successfully with diverse individuals and groups
COACH/MENTOR to positively impact performance
DEAL WITH CONFLICT more productively
PROMOTE the right people

Use PI to develop your managers and leaders.
Use PI to build your organization.


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What Are Practices?


High performance depends on
BUNDLES of organizational practices,
not any individual one.

Practices are series of programs for leaders to apply daily that build and sustain relationships across their company.  Think of practices like a toolkit.  A builder knows when to go into the toolbox to reach for a hammer when he needs to secure the foundation of a house the same way that leaders reach into their toolkit to utilize a practice when they need to train, coach or develop their team.

Organizations put practices in place to support its mission, its vision and its values.  Practices are something leaders perform and train daily.  They are repeated daily, weekly, monthly and yearly.  When you perform something often, it’s a practice.  

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Leadership Self-Check

Serious leaders are always asking serious questions of themselves and consistently doing self-analysis. Here are just a few self inspection questions you can ask yourself to further help clarify where you stand in terms of your leadership ability.

quoteThere are no right or wrong answers in terms of how you perceive your ability – what it comes down to is whether or not you have the desire, heart, will, passion, drive, motivation, guts, determination, energy, focus and tenacity it takes to want to be better!

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CQI Workshops


CQI = Continuous Quality Improvement

This practice is an invaluable way to conduct boundary spanning and shared development during specific time slots each week.  The purpose of CQI sessions is to always be focused on equipping, training and developing together.  If you are a consumer facing business, identify a consistent time frame where business as usual won’t be interrupted by conducting a 30-45 minute workshop.

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