A: We don’t have an official policy, but here are some points to keep in mind:
- The LPI® feedback is intended to be used with individual leaders for leadership development purposes. We do NOT recommend that the instrument be used for performance management purposes—hiring, firing, promoting, etc.
- We feel that the individual leader “owns” his or her data and should also own the decision around who that data is shared with. That said, we also explicitly recommend that, after receiving their LPI feedback, leaders thank the people who provided the feedback and let them know what they plan to do in response to the feedback. That includes their managers. There is quite a bit of data that shows that leadership development efforts are much more successful when the leader has gained support from his or her manager, so we encourage LPI participants to gain buy-in from their managers before they take the LPI and after they receive their feedback.