Leadership Development Training: Choosing Leadership Style Assessments

Introduction

Leadership style assessments play a crucial role in identifying individual leadership preferences, strengths, and areas for development. In this paper, three leadership assessments from the Northouse text will be selected for use in a leadership development training program. The chosen assessments will be described, compared, and their relevance to achieving training goals will be explained.

Description of Chosen Assessments

1. Least Preferred Co-worker (LPC) Scale

The Least Preferred Co-worker (LPC) Scale is a situational leadership assessment that evaluates a leader’s orientation towards relationships or task accomplishment. It involves rating a co-worker with whom the participant has had difficulty working on a scale of least preferred to most preferred. This assessment helps determine whether a leader is relationship-oriented or task-oriented in their leadership approach.

2. Leadership Style Questionnaire (LSQ)

The Leadership Style Questionnaire (LSQ) assesses leadership behaviors based on the Ohio State Studies’ two dimensions: initiating structure and consideration. Participants rate their own leadership behaviors on a Likert scale to identify their predominant leadership style. This assessment provides insights into how leaders balance task-oriented and people-oriented behaviors in their roles.

3. Path-Goal Leadership Questionnaire

The Path-Goal Leadership Questionnaire evaluates leaders’ effectiveness in clarifying paths to goal achievement, providing necessary support, and removing obstacles for followers. It assesses leaders based on four leadership styles: directive, supportive, participative, and achievement-oriented. This assessment helps leaders understand which style aligns best with their followers’ needs.

Comparison of Assessments and Rationale

The LPC Scale focuses on the leader’s interpersonal skills and relationship-building qualities, contrasting with the LSQ, which examines task and relationship behaviors separately. The Path-Goal Leadership Questionnaire offers a more nuanced approach by assessing leadership styles based on situational needs and follower characteristics. The rationale for choosing these three assessments lies in their complementary nature, providing a comprehensive view of leadership preferences, behaviors, and adaptability in different situations.

Goal Achievement through Assessments

The goal of incorporating these assessments in the leadership development training program is to enhance self-awareness, improve leadership effectiveness, and foster adaptive leadership behaviors among employees. By understanding their preferred leadership style through the LPC Scale, participants can identify areas for growth in building relationships or focusing on tasks. The LSQ helps individuals recognize their strengths in initiating structure and consideration and areas where they may need to adjust their behaviors. The Path-Goal Leadership Questionnaire enables leaders to tailor their approach based on situational demands and follower needs, ultimately improving their ability to motivate and guide their teams effectively.

Conclusion

In conclusion, the selection of the LPC Scale, LSQ, and Path-Goal Leadership Questionnaire for the leadership development training program offers a comprehensive assessment of leadership styles, behaviors, and adaptability. By utilizing these assessments, employees can gain valuable insights into their leadership strengths, preferences, and areas for growth, leading to improved leadership effectiveness and organizational success. Incorporating these assessments as part of the training program will contribute to enhancing leadership skills, fostering self-awareness, and promoting adaptive leadership practices among participants.