The Leadership Challenge


Development Process


Your HRD Team

Amanda Areces

President

amanda@hrdleadership.com

Questions on logistics, assessments, invitations, communica-tions

HRDPrograms@ hrdleadership.com


Program Materials


Slide Decks and Materials

Kickoff: Slides

LPI Review Pre-Assessment Data: Slides

Model the Way: Slides

Inspire a Shared Vision: Slides

Challenge the Process: Slides

Enable Others to Act: Slides and Flow Chart

Encourage the Heart: Slides

Assessment Review: Slides, Action Planning


Workshop Action Items


Pre-Work for Review Pre-Assessment Data and Determine Focus Areas Workshop

October 30

  • Complete the steps below for your LPI 360 Assessment
  • Review your individual LPI report and note any questions
  • Begin reading chapters 1 – 4 (through Model the Way) in the hardback book, The Leadership Challenge


LPI 360 Assessment Steps

Your LPI 360 Assessment Steps

Action
Timing

You will get a link to the LPI assessment (email will come from notifications@lpionline.com)


Oct 3

Send the pre-email to your observers (template language below)


Your Observers – 10-20 TOTAL across all categories

  • Manager – The person that YOU report to directly. Their feedback will NOT be anonymous. 
  • Direct Reports (2-10 ppl) – All individuals who report directly to you. If only one direct report completes the assessment, the system will automatically lump their results into the “other” category.
  • Coworkers (2-10 ppl) – All of your peers – the individuals who also report directly to your manager. 
  • Others (2-5 ppl) – Other stakeholders who see you in action and are in a good position to gauge your everyday leadership—leaders in other departments, team members in your department who are not coworkers or direct reports, key customers​.

IMPORTANT: Please ensure you send this pre-email BEFORE adding them into the system.


Oct 4

Please add your observers into the system (utilize the "Manage Observers" link)

IMPORTANT: Please ensure you add at least 10 observers in order to provide themes in your feedback and protect the anonymity of the observers

Oct 7


Deadline for your assessment and your observers' feedback. HRD will send reminders to help drive completion.


Oct 25

Your completed LPI assessment report will be sent to you. You will need a minimum of 5 observers submitting feedback to receive your report.

Oct 28

Your LPI 360 Observer Email Template

I am participating in a program to enhance my personal leadership. As part of the process, I am participating in the Leadership

Practices Inventory (LPI) Assessment. It is a 30-item assessment that provides 360-degree feedback on the frequency of specific leadership behaviors based on a 10-point scale. I very much value your feedback and wanted to let you know that I have selected you as an observer to provide feedback on the 30 leadership behaviors.  The assessment takes about 10-15 minutes to complete, and you will have the opportunity to add comments at the end of the survey to aid in my development. All responses, with the exception of the Manager, will be anonymous. Your open feedback is much appreciated! ​

 

You will be receiving an automated email from the LPI system, but I wanted to provide some additional context for you in advance of that email. As an observer of my leadership behaviors, you will be presented with 30 unique statements. Each question asks you to assign a measurement of how often I engage in a particular behavior. Please read each item carefully, consider the 1-10 rating scale, and select the number that best applies. ​Based on almost 40 years of research, the LPI data confirms that all 30 questions in the LPI Observer apply to any leader at any level in any organization, under nearly all conditions. As a result, there isn’t a "not applicable" response option.​

 

Be on the lookout for the assessment email, and please complete the assessment by end of day on October 25. Please let me know if you have any questions and thank you for helping me to be a better leader!



Pre-Work for Model the Way Workshop

November 21


Pre-Work for Inspire a Shared Vision Workshop

December 18

  • Review | Inspire a Shared Vision chapters in The Leadership Challenge
  • Do | Share your core values with your team or a trusted person
  • Meet | With your accountability partner

Pre-Work for Challenge the Process Workshop

January 22


  • With your team or on your own, complete the reflection questions on pgs. 84-86 and finalize your vision statement.
  • Be prepared to share your progress and your (team’s) vision for your future during our Jan session.
  • Review the Challenge the Process chapters in your book.
  • Meet with your accountability partner.
  • Complete the mid-point survey (if you haven't already).

Pre-Work for Enable Others to Act Workshop

February 26

  • Read: Enable Others to Act chapters in The Leadership Challenge  
  • Listen: Podcast How Leaders Drive Innovation
  • Do: Execute the “Small Win” you identified (PG 110)
  • Meet: With your accountability partner to discuss:
  • Your experience during the Outsight exercise
  • How you will overcome any obstacles associated with your "Small Win"

Pre-Work for Encourage the Heart Workshop

March 26

  • Review: Encourage the Heart chapters (pgs. 245-294) in The Leadership Challenge
  • Do: Ask your team members to identify their spot on the Flow Chart.
  • Discuss ways to enable flow and build trust in your next 1:1s.
  • Watch: Trust Your Teams with Simon Sinek.
  • Meet with your accountability partner. Discuss the following questions:
  • How does the concepts of control, empowerment, and trust as Simon Sinek discusses them relate to enabling your team members?
  • What are some ways you can enable “flow” with your team/colleagues?



LPI 360 Re-assessment Steps

Your LPI 360 Re-assessment Steps

Action
Timing

You will get a link to the LPI re-assessment (email will come from notifications@lpionline.com)


March 27

Send the pre-email to your observers (*template language below)

Your Observers – 10-20 TOTAL across all categories

  • Manager – The person that YOU report to directly. Their feedback will NOT be anonymous. 
  • Direct Reports (2-10 ppl) – All individuals who report directly to you. If only one direct report completes the assessment, the system will automatically lump their results into the “other” category.
  • Coworkers (2-10 ppl) – All of your peers – the individuals who also report directly to your manager. 
  • Others (2-5 ppl) – Other stakeholders who see you in action and are in a good position to gauge your everyday leadership—leaders in other departments, team members in your department who are not coworkers or direct reports, key customers​.

IMPORTANT: Please ensure you send this pre-email BEFORE adding them into the system.


March 31

Please add your observers into the system (utilize the "Manage Observers" link)

IMPORTANT: Please ensure you add at least 10 observers in order to provide themes in your feedback and protect the anonymity of the observers


March 31

Complete your self-assessment.


April 22

The deadline for your observers to provide their feedback. HRD will send reminders to help drive completion.


April 22

Your completed LPI assessment report will be sent to you.

By April 28



Your LPI 360 Observer Email Template

I am participating in a 360 post-assessment to reflect on my growth and changes in behavior as a leader. Similar to the prior 360 assessment I completed, it is a 30-item re-assessment that provides 360-degree feedback on the frequency of specific leadership behaviors, based on a 10-point scale. I very much value your feedback and wanted to let you know that I have selected you as an

observer to provide feedback on the 30 leadership behaviors. 

 

The assessment takes about 10-15 minutes to complete, and you will have the opportunity to add comments at the end of the survey to aid in my development. All responses, with the exception of the Manager, will be anonymous. Your open feedback is much appreciated!

 

You will be receiving an automated email from the LPI system, but I wanted to provide some additional context for you in advance of that email. Each question asks you to assign a measurement of how often I engage in a particular behavior. Based on almost 40 years of research, the LPI data confirms that all 30 questions in the LPI Observer apply to any leader at any level in any organization, under nearly all conditions. As a result, there isn’t a "not applicable" response option.

 

Be on the lookout for the assessment email, and please complete the assessment by April 22.

 

Please let me know if you have any questions. Thank you for helping me to be a better leader!



Pre-Work for Post-Assessment Review and Celebration Workshop

April 30

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