Based on the bestselling book The Leadership Challenge, the Leadership Practices Inventory® (LPI) is a research-backed 360° assessment that measures how well leaders engage in the five core practices of exemplary leadership. If you want to grow as a leader—or develop leadership across your organization—LPI gives you the insight and structure to make that growth real and measurable.
Great leadership isn’t accidental—it’s practiced. The LPI shows you what to do more of, what to shift, and how to become the leader others choose to follow.
You’ve promoted talented individuals into leadership roles. But without clear feedback, they’re often left guessing:
When leaders guess—teams drift.
At Raleigh Consulting Group, we use the Leadership Practices Inventory (LPI)—a research-backed 360° feedback tool that shows leaders exactly:
Leaders complete a self-assessment, and colleagues provide anonymous, structured feedback.
We walk each leader through their results, identifying strengths, blind spots, and key opportunities.
Together, we build a simple, focused action plan for meaningful growth.
Confident in their leadership approach
Trusted by their teams
Aligned with your organization’s values and vision
When your leaders grow, your entire organization moves forward.
Let’s give your people a clear path to lead.
Leaders clarify values by affirming shared values, and they set the example by aligning actions with shared values.
Leaders envision the future by imagining and ennobling possibilities and enlist others in a common vision by appealing to shared aspirations.
Leaders foster collaboration by building trust and facilitating relationships. They strengthen
others by increasing self-determination and developing competence.
Leaders recognize contributions by showing appreciation for individual excellence. They
also celebrate values and victories by creating a spirit of community.
Leaders who follow The Five Practices know how to transform innovations, separateness into solidarity, and risks into rewards.
Most managers are doing their best—but without clear direction, they’re left guessing how to lead well.
At Raleigh Consulting Group, we use the Leadership Practices Inventory (LPI) to give leaders the clarity they need to grow.
Grounded in The Leadership Challenge, this research-backed 360° assessment has helped over one million leaders worldwide turn good intentions into great leadership.
The Big Idea:
Leadership isn’t a title. It’s a habit. A process. A calling.
When leaders practice these five behaviors consistently, they don’t just perform better—they lift everyone around them.
Most leaders are committed to growing—but they don’t always know where to start. That’s where the Leadership Practices Inventory (LPI) can help.
The LPI measures five essential leadership behaviors that turn good intentions into great impact:
You don’t need to guess what great leadership looks like. The LPI shows you.
Let’s build stronger leaders—together.
The Problem:
A manager couldn’t figure out why their team was disengaged. Morale was low, and performance was slipping—despite clear goals and deadlines.
The Insight:
Through the Leadership Practices Inventory (LPI), the manager discovered a gap in one key practice: Encouraging the Heart. They weren’t recognizing contributions or celebrating progress.
The Plan:
With coaching, they began regularly acknowledging effort, celebrating small wins, and showing appreciation.
The Result:
Team morale turned around. Engagement increased. And with it, productivity soared.
The Takeaway:
Sometimes the most powerful leadership move is simply letting people know they matter.
The Problem:
During a company-wide restructuring, one leader faced resistance and confusion. Team members were anxious, and turnover was on the rise.
The Insight:
LPI feedback revealed the leader needed to improve in the practice of Inspiring a Shared Vision—helping others see a compelling future.
The Plan:
They began communicating with clarity and purpose, sharing not just what was changing, but why it mattered and how the team would benefit.
The Result:
The team rallied. Engagement rose. Turnover dropped. A moment of instability became a catalyst for stronger alignment.
The Takeaway:
When leaders paint a clear vision of the future, people are far more likely to follow them there.
The Problem:
A newly appointed department head quickly sensed something was off. Team members kept their distance and avoided collaboration. Performance lagged—and so did trust.
The Insight:
LPI results pointed to a weakness in Enabling Others to Act—the behaviors that build trust, promote teamwork, and empower others.
The Plan:
The leader shifted course, actively inviting input, encouraging shared decision-making, and creating space for collaboration.
The Result:
Team members felt heard and supported. Communication improved. Performance and satisfaction climbed dramatically.
The Takeaway:
Empowered teams don’t just work harder—they work smarter and stay longer.
How the Five Practices of Exemplary Leadership® Changed Everything You’ve promoted talented people into leadership roles. They care. They work hard. But something’s missing. That’s where the Leadership Practices Inventory (LPI) comes in. It doesn’t just give feedback—it gives direction.
Here’s how five simple, research-based practices transformed real leaders and their teams:
The Leader: A newly promoted supervisor struggling to earn respect.
The Shift: She modeled punctuality, follow-up, and calm under pressure.
The Outcome: Trust grew. Her team mirrored her behavior. Productivity rose.
The Leader: Jordan, an operations director during restructuring.
The Shift: He began painting the future story—and each person’s role in it.
The Outcome: Engagement soared. Turnover dropped.
The Leader: A mid-level manager stuck in outdated systems.
The Shift: He asked tough questions, tested new ideas, and encouraged experimentation.
The Outcome: Inefficiencies were cut, new tools adopted, and innovation flourished.
The Leader: Aisha, whose team saw her as distant.
The Shift: She moved from directing to collaborating—inviting ideas and sharing ownership.
The Outcome: Trust flourished. Team initiative and energy soared.
The Leader: Maya, frustrated by low morale.
The Shift: She celebrated wins, thanked people publicly, and recognized effort.
The Outcome: Morale turned around. Engagement—and performance—rose.
We’ll meet on your turf or virtually to understand what’s really going on.
We tailor our approach to your goals, culture, and constraints.
Through clear communication and creative solutions, your people will move forward with clarity and confidence.
Let’s talk about how to help your people rise to the challenge—and beyond.
Pick our brains.
Capitalize on our Experience.
Jointly, we can figure out an approach.
