Leadership Practices

Inventory
JAMES M. KOUZES & BARRY Z. POSNER
Self Report
Prepared for Tonya Laliberte | September 28, 2014
CL 2014 Participants
CONTENTS
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Created by James M. Kouzes and Barry Z. Posner in the early 1980s and frst identifed in their internationally best-selling book, The
Leadership Challenge, The Five Practices of Exemplary Leadership approaches leadership as a measurable, learnable, and teachable
set of behaviors. After conducting hundreds of interviews, reviewing thousands of case studies, and analyzing more than two million
survey questionnaires to understand those times when leaders performed at their personal best, there emerged fve practices common
to making extraordinary things happen. The Five Practices are:
The Leadership Practices Inventory (LPI) instrument is an essential tool to help you gain perspective into how you see yourself as a
leader and what actions you can take to improve your use of the Five Practices, which research has demonstrated, year after year, make
for more effective leaders.
ABOUT YOUR LPI REPORT
The LPI measures the frequency of 30 specifc leadership behaviors on a 10-point scale, with six behavioral statements for each of The
Five Practices. You rated how frequently you engage in each of these important behaviors associated with The Five Practices. The
response scale is:
1-Almost Never 3-Seldom 5-Occasionally 7-Fairly Often 9-Very Frequently
RESPONSE SCALE
2-Rarely 4-Once in a While 6-Sometimes 8-Usually 10-Almost always
In the following report pages, youll see your responses presented in various manners.
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 1 SELF REPORT
#-* F.:* 6&(8.(*7 B&6 G6&5-7
These bar graphs, one for each leadership Practice, provide a graphic representation of your total rating. Total responses can range
from 6 to 60, which represents adding up the response score (from 1Almost Never to 10Almost Always) for each of the six
behavioral statements related to the Practice.
M4)*1 8-* %&=
0 5 10 15 20 25 30 35 40 45 50 55 60
RATING 54
I375.6* & "-&6*) $.7.43
0 5 10 15 20 25 30 35 40 45 50 55 60
RATING 49
C-&11*3,* 8-* 64(*77
0 5 10 15 20 25 30 35 40 45 50 55 60
RATING 58
E3&'1* O8-*67 84 A(8
0 5 10 15 20 25 30 35 40 45 50 55 60
RATING 58
E3(496&,* 8-* H*&68
0 5 10 15 20 25 30 35 40 45 50 55 60
RATING 57
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 2 SELF REPORT
L*&)*67-.5 B*-&:.467 !&30.3,
This page shows the ranking, from most frequent to least frequent, of all 30 leadership behaviors based on your self-rating. Horizontal
lines separate the 10 most and the 10 least frequent behaviors from the middle 10. The response scale runs from 1Almost Never to
10Almost Always.
MOST FREQUENT
LEADERSHIP PRACTICE RATING
3. I seek out challenging opportunities that test my own skills and abilities Challenge Challenge 10
4. I develop cooperative relationships among the people I work with Enable Enable 10
6.
I spend time and energy making certain that the people I work with adhere to the principles
and standards that we have agreed on
Model Model 10
9. I actively listen to diverse points of view Enable Enable 10
10. I make it a point to let people know about my confdence in their abilities Encourage Encourage 10
11. I follow through on the promises and commitments that I make Model Model 10
13.
I search outside the formal boundaries of my organization for innovative ways to improve
what we do
Challenge Challenge 10
14. I treat others with dignity and respect Enable Enable 10
19. I support the decisions that people make on their own Enable Enable 10
20. I publicly recognize people who exemplify commitment to shared values Encourage Encourage 10
21. I build consensus around a common set of values for running our organization Model Model 10
22. I paint the "big picture" of what we aspire to accomplish Inspir Inspiree 10
23.
I make certain that we set achievable goals, make concrete plans, and establish measurable
milestones for the projects and programs that we work on
Challenge Challenge 10
26. I am clear about my philosophy of leadership Model Model 10
28. I experiment and take risks, even when there is a chance of failure Challenge Challenge 10
30. I give the members of the team lots of appreciation and support for their contributions Encourage Encourage 10
5. I praise people for a job well done Encourage Encourage 9
8. I challenge people to try out new and innovative ways to do their work Challenge Challenge 9
15.
I make sure that people are creatively rewarded for their contributions to the success of our
projects
Encourage Encourage 9
17. I show others how their long-term interests can be realized by enlisting in a common vision Inspir Inspiree 9
18. I ask "What can we learn?" when things do not go as expected Challenge Challenge 9
24. I give people a great deal of freedom and choice in deciding how to do their work Enable Enable 9
25. I fnd ways to celebrate accomplishments Encourage Encourage 9
29. I ensure that people grow in their jobs by learning new skills and developing themselves Enable Enable 9
1. I set a personal example of what I expect of others Model Model 8
2. I talk about future trends that will infuence how our work gets done Inspir Inspiree 8
12. I appeal to others to share an exciting dream of the future Inspir Inspiree 8
27. I speak with genuine conviction about the higher meaning and purpose of our work Inspir Inspiree 8
7. I describe a compelling image of what our future could be like Inspir Inspiree 6
16. I ask for feedback on how my actions affect other people's performance Model Model 6
LEAST FREQUENT
1-Almost Never 3-Seldom 5-Occasionally 7-Fairly Often 9-Very Frequently
RESPONSE SCALE
2-Rarely 4-Once in a While 6-Sometimes 8-Usually 10-Almost always
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 3 SELF REPORT
Clarify values by fnding your voice and affrming shared values
Set the example by aligning actions with shared values
The set of bar graphs for each of the six leadership behaviors related to this Practice provides a graphic representation of your
responses for that behavior. Responses can range from 1Almost Never to 10Almost Always.
M4)*1 8-* %&= B&6 G6&5-7
1. "*87 & 5*6743&1 *<&251* 4+ ;-&8 -*/
7-* *<5*(87 4+ 48-*67
0 1 2 3 4 5 6 7 8 9 10
RATING 8
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0 1 2 3 4 5 6 7 8 9 10
RATING 10
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(422.82*387 -*/7-* 2&0*7
0 1 2 3 4 5 6 7 8 9 10
RATING 10
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&(8.437 &++*(8 48-*6 5*451*'7
5*6+462&3(*
0 1 2 3 4 5 6 7 8 9 10
RATING 6
21. B9.1)7 (437*3797 &6493) & (42243
7*8 4+ :&19*7 +46 6933.3, 496
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0 1 2 3 4 5 6 7 8 9 10
RATING 10
26. I7 (1*&6 &'498 -.7/-*6 5-.14745-= 4+
1*&)*67-.5
0 1 2 3 4 5 6 7 8 9 10
RATING 10
1-Almost Never 3-Seldom 5-Occasionally 7-Fairly Often 9-Very Frequently
RESPONSE SCALE
2-Rarely 4-Once in a While 6-Sometimes 8-Usually 10-Almost always
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 4 SELF REPORT
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(4386&).(846=:
(Remember to review your Leadership Behaviors Ranking page to consider the individual behaviors that relate to this practice.)
"9,,*78.437 +46 B*(42.3, & B*88*6 L*&)*6
1. At the end of every day, ask yourself, "What have I done today that demonstrated one of my key values? What have i done today
that might have sent the signal that I wasn't committed to the key value? What can i do tomorrow to live out a key value?
2. Answer the question, "What are the values that should guide my decisions and actions?"
3. Do something dramatic to demonstrate your commitment to a team value. For instance, if customer service is a value, spend a day
answering the phones in the call center, working behind the counter at a store, or visiting customers at their locations.
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 5 SELF REPORT
Envision the future by imagining exciting and ennobling possibilities
Enlist others in a common vision by appealing to shared aspirations
The set of bar graphs for each of the six leadership behaviors related to this Practice provides a graphic representation of your
responses for that behavior. Responses can range from 1Almost Never to 10Almost Always.
I375.6* & "-&6*) $.7.43 B&6 G6&5-7
2. #&107 &'498 +9896* 86*3)7 8-&8 ;.11
.3@9*3(* -4; 496 ;460 ,*87 )43*
0 1 2 3 4 5 6 7 8 9 10
RATING 8
7. D*7(6.'*7 & (425*11.3, .2&,* 4+ ;-&8
496 +9896* (491) '* 1.0*
0 1 2 3 4 5 6 7 8 9 10
RATING 6
12. A55*&17 84 48-*67 84 7-&6* &3 *<(.8.3,
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0 1 2 3 4 5 6 7 8 9 10
RATING 8
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0 1 2 3 4 5 6 7 8 9 10
RATING 9
22. &.387 8-* "'., 5.(896*" 4+ ;-&8 ;*
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0 1 2 3 4 5 6 7 8 9 10
RATING 10
27. "5*&07 ;.8- ,*39.3* (43:.(8.43 &'498
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0 1 2 3 4 5 6 7 8 9 10
RATING 8
1-Almost Never 3-Seldom 5-Occasionally 7-Fairly Often 9-Very Frequently
RESPONSE SCALE
2-Rarely 4-Once in a While 6-Sometimes 8-Usually 10-Almost always
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 6 SELF REPORT
!*@*(8.437:
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6&8.3,7? %-=?
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(43+97.3, 46 (4386&).(846=:
(Remember to review your Leadership Behaviors Ranking page to consider the individual behaviors that relate to this practice.)
"9,,*78.437 +46 B*(42.3, & B*88*6 L*&)*6
1. Become a Futurist. Join the World Futures Society. Read American Demographics or other magazines about future trends. Use the
Internet to fnd a "futures" conference that you can attend. Make a list of what reputable people are predicting will happen in the
next ten years.
2. Every week interview one of your constituentsa direct report, peer, manager, or customerand ask, "What are your aspirations
for the future?"
3. Be positive, upbeat and energetic when talking about the future of your team and organization.
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 7 SELF REPORT
Search for opportunities by seizing the initiative and by looking outward for innovative ways to
improve
Experiment and take risks by constantly generating small wins and learning from experience
The set of bar graphs for each of the six leadership behaviors related to this Practice provides a graphic representation of your
responses for that behavior. Responses can range from 1Almost Never to 10Almost Always.
C-&11*3,* 8-* 64(*77 B&6 G6&5-7
3. "**07 498 (-&11*3,.3, 45546893.8.*7
8-&8 8*78 -.7/-*6 4;3 70.117 &3)
&'.1.8.*7
0 1 2 3 4 5 6 7 8 9 10
RATING 10
8. C-&11*3,*7 5*451* 84 86= 498 3*; &3)
.334:&8.:* ;&=7 84 )4 8-*.6 ;460
0 1 2 3 4 5 6 7 8 9 10
RATING 9
13. "*&6(-*7 4987.)* 8-* +462&1
'493)&6.*7 4+ -.7/-*6 46,&3.>&8.43 +46
.334:&8.:* ;&=7 84 .2564:* ;-&8 ;*
)4
0 1 2 3 4 5 6 7 8 9 10
RATING 10
18. A707 "%-&8 (&3 ;* 1*&63?" ;-*3
8-.3,7 )43'8 ,4 &7 *<5*(8*)
0 1 2 3 4 5 6 7 8 9 10
RATING 9
23. M&0*7 (*68&.3 8-&8 ;* 7*8 &(-.*:&'1*
,4&17, 2&0* (43(6*8* 51&37, &3)
*78&'1.7- 2*&796&'1* 2.1*7843*7 +46
8-* 564/*(87 &3) 564,6&27 8-&8 ;*
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0 1 2 3 4 5 6 7 8 9 10
RATING 10
28. E<5*6.2*387 &3) 8&0*7 6.707, *:*3
;-*3 8-*6* .7 & (-&3(* 4+ +&.196*
0 1 2 3 4 5 6 7 8 9 10
RATING 10
1-Almost Never 3-Seldom 5-Occasionally 7-Fairly Often 9-Very Frequently
RESPONSE SCALE
2-Rarely 4-Once in a While 6-Sometimes 8-Usually 10-Almost always
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 8 SELF REPORT
!*@*(8.437:
%-&8 .7 =496 .22*).&8* 6*&(8.43 84 :.*;.3, =496 C-&11*3,* 8-* 64(*77
6&8.3,7? %-=?
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(43+97.3, 46 (4386&).(846=:
(Remember to review your Leadership Behaviors Ranking page to consider the individual behaviors that relate to this practice.)
"9,,*78.437 +46 B*(42.3, & B*88*6 L*&)*6
1. At least once a month, set aside time to think about what challenging opportunities-new experiences, job assignments, tasks- you
could seek to test your skills and abilities. Look for opportunities for tough assignments.
2. At least once a month, identify something you can do to challenge the way things are donethe status quoat work. For example,
think about what product or process innovations would help your organization improve. Then take the initiative to make change
happen.
3. Once a week at a regular meeting, ask each team member to answer this question: "What have you done in the last week to
improve so that you are better this week than you were a week ago?"
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 9 SELF REPORT
Foster collaboration by building trust and facilitating relationships
Strengthen others by increasing self-determination and developing competence
The set of bar graphs for each of the six leadership behaviors related to this Practice provides a graphic representation of your
responses for that behavior. Responses can range from 1Almost Never to 10Almost Always.
E3&'1* O8-*67 84 A(8 B&6 G6&5-7
4. D*:*1457 (445*6&8.:* 6*1&8.437-.57
&243, 8-* 5*451* -*/7-* ;4607 ;.8-
0 1 2 3 4 5 6 7 8 9 10
RATING 10
9. A(8.:*1= 1.78*37 84 ).:*67* 54.387 4+
:.*;
0 1 2 3 4 5 6 7 8 9 10
RATING 10
14. #6*&87 48-*67 ;.8- ).,3.8= &3)
6*75*(8
0 1 2 3 4 5 6 7 8 9 10
RATING 10
19. "9554687 8-* )*(.7.437 8-&8 5*451*
2&0* 43 8-*.6 4;3
0 1 2 3 4 5 6 7 8 9 10
RATING 10
24. G.:*7 5*451* & ,6*&8 )*&1 4+ +6**)42
&3) (-4.(* .3 )*(.).3, -4; 84 )4 8-*.6
;460
0 1 2 3 4 5 6 7 8 9 10
RATING 9
29. E3796*7 8-&8 5*451* ,64; .3 8-*.6 /4'7
'= 1*&63.3, 3*; 70.117 &3) )*:*145.3,
8-*27*1:*7
0 1 2 3 4 5 6 7 8 9 10
RATING 9
1-Almost Never 3-Seldom 5-Occasionally 7-Fairly Often 9-Very Frequently
RESPONSE SCALE
2-Rarely 4-Once in a While 6-Sometimes 8-Usually 10-Almost always
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 10 SELF REPORT
!*@*(8.437:
%-&8 .7 =496 .22*).&8* 6*&(8.43 84 :.*;.3, =496 E3&'1* O8-*67 84 A(8 6&8.3,7?
%-=?
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46 (4386&).(846=:
(Remember to review your Leadership Behaviors Ranking page to consider the individual behaviors that relate to this practice.)
"9,,*78.437 +46 B*(42.3, & B*88*6 L*&)*6
1. Think about the ways in which projects are planned and decisions made in your organization. Then come up with several actions
you can take to involve others in the planning and decision-making process.
2. Before every interaction, regardless of length, ask yourself this question: "What can I do in this interaction to make this person (or
persons) feel more capable and powerful?"
3. Talk one-on-one with your team members to fnd out what kind of support and coaching they would like from you and what training
opportunities they need. Find ways to connect people to the resources they needother people, materials, funding, training,
information, and so on.
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 11 SELF REPORT
Recognize contributions by showing appreciation for individual excellence
Celebrate the values and victories by creating a spirit of community
The set of bar graphs for each of the six leadership behaviors related to this Practice provides a graphic representation of your
responses for that behavior. Responses can range from 1Almost Never to 10Almost Always.
E3(496&,* 8-* H*&68 B&6 G6&5-7
5. 6&.7*7 5*451* +46 & /4' ;*11 )43*
0 1 2 3 4 5 6 7 8 9 10
RATING 9
10. M&0*7 .8 & 54.38 84 1*8 5*451* 034;
&'498 -.7/-*6 (43?)*3(* .3 8-*.6
&'.1.8.*7
0 1 2 3 4 5 6 7 8 9 10
RATING 10
15. M&0*7 796* 8-&8 5*451* &6* (6*&8.:*1=
6*;&6)*) +46 8-*.6 (4386.'98.437 84
8-* 79((*77 4+ 564/*(87
0 1 2 3 4 5 6 7 8 9 10
RATING 9
20. 9'1.(1= 6*(4,3.>*7 5*451* ;-4
*<*251.+= (422.82*38 84 7-&6*)
:&19*7
0 1 2 3 4 5 6 7 8 9 10
RATING 10
25. F.3)7 ;&=7 84 (*1*'6&8*
&((4251.7-2*387
0 1 2 3 4 5 6 7 8 9 10
RATING 9
30. G.:*7 8-* 2*2'*67 4+ 8-* 8*&2 1487 4+
&556*(.&8.43 &3) 7955468 +46 8-*.6
(4386.'98.437
0 1 2 3 4 5 6 7 8 9 10
RATING 10
1-Almost Never 3-Seldom 5-Occasionally 7-Fairly Often 9-Very Frequently
RESPONSE SCALE
2-Rarely 4-Once in a While 6-Sometimes 8-Usually 10-Almost always
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 12 SELF REPORT
!*@*(8.437:
%-&8 .7 =496 .22*).&8* 6*&(8.43 84 :.*;.3, =496 E3(496&,* 8-* H*&68
6&8.3,7? %-=?
1*&7* )*7(6.'* &3=8-.3, .3 =496 E3(496&,* 8-* H*&68 6&8.3,7 8-&8 .7
(43+97.3, 46 (4386&).(846=:
(Remember to review your Leadership Behaviors Ranking page to consider the individual behaviors that relate to this practice.)
"9,,*78.437 +46 B*(42.3, & B*88*6 L*&)*6
1. Think of ten small ways in which you can reward people who have done something especially well. Then reward those extraordinary
efforts. Dont let them go by unnoticed.
2. Identify those constituents who best embody your values and priorities and think of three ways to single them out in the weeks to
come, to praise and reward them.
3. Tell a public story about a person in your organization who went above and beyond the call of duty.
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 13 SELF REPORT
*6(*38.1* !&30.3,
The leaders and observers who make up the LPI database include a mix of males and females at all levels, from all types of
organizations, and from all over the world. This page compares your responses to more than one million Observer responses for other
leaders who have taken the LPI. The horizontal lines at the 30th and 70th percentiles divide the graph into three segments, roughly
approximating a normal distribution of scores. Each line on the graph shows what percentile your response falls into for each Practice.
For example, if your score for Model the Way is at the 50th percentile, half of the leaders in the entire LPI database were rated higher
(by their Observers who also rated them on the Practice), and half were rated lower.
0
10
20
30
40
50
60
70
80
90
100
MODEL
THE WAY
INSPIRE A
SHARED VISION
CHALLENGE
THE PROCESS
ENABLE
OTHERS TO ACT
ENCOURAGE
THE HEART
L
E
A
S
T

F
R
E
Q
U
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N
T
F
R
E
Q
U
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N
T
M
O
S
T

F
R
E
Q
U
E
N
T
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
PAGE 14 SELF REPORT
"9,,*78*) !*&).3,
GENERAL LEADERSHIP
Kouzes, J. M., and Posner, B. Z. A Leader's Legacy. San Francisco: Jossey-Bass, 2006.
Kouzes, J. M., and Posner, B. Z. The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. 5th Edition. San
Francisco: Jossey-Bass, 2012.
Kouzes, J. M., and Posner, B. Z. The Truth About Leadership: The No-Fads, Heart-of-the-Matter Facts You Need to Know. San Francisco:
Jossey-Bass, 2010.
MODEL THE WAY
Conant, D., and Norgaard, M. TouchPoints: Creating Powerful Leadership Connections in the Smallest of Moment. San Francisco:Jossey-Bass,
2011
Kouzes, J. M., and B. Z. Posner. Credibility: How Leaders Gain and Lose It, Why People Demand It. (2nd ed.). San Francisco: Jossey-Bass, 2011.
Kraemer, H. M. J., Jr. From Values to Action: The Four Principles of Values-Based Leadership. San Francisco: Jossey-Bass, 2011.
Rhoads, A., with Shepherdson, N. Built on Values: Creating an Enviable Culture That Outperforms the Competition. San Francisco: Jossey-Bass,
2011.
Schein, E. Organizational Culture and Leadership. (4th ed.). San Francisco: Jossey-Bass, 2010.
INSPIRE A SHARED VISION
Geary, J. I Is an Other: The Secret Life of Metaphor and How It Shapes the Way We See the World. New York: Harper, 2011.
Schuster, J. P. The Power of Your Past: The Art of Recalling, Recasting, and Reclaiming. San Francisco: Berrett-Koehler, 2011.
Sinek, S. Start with Why: How Great Leaders Inspire Everyone to Take Action. New York: Portfolio, 2010.
Spence, R. M. It's Not What You Sell, It's What You Stand For: Why Every Extraordinary Business Is Driven by Purpose. New York: Portfolio,
2010.
Sullenberger, C. B. Making a Difference: Stories of Vision and Courage from America's Leaders. New York: William Morrow, 2012.
Ulrich, D., and Ulrich, W. The Why of Work: How Great Leaders Build Abundant Organizations That Win. New York: McGraw-Hill, 2010.
CHALLENGE THE PROCESS
Amabile, T. A., and Kramer, S. J. The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. Boston: Harvard
Business Review Press, 2011.
Johnson, S. Where Good Ideas Come From: The Natural History of Innovation. New York: Riverhead, 2010.
Seligman, M.E.P. Flourish: A Visionary New Understanding of Happiness and Well-Being. New York: The Free Press, 2011.
Sims, P. Little Bets: How Breakthrough Ideas Emerge from Small Discoveries. New York: The Free Press, 2011.
ENABLE OTHERS TO ACT
Brooks, D. The Social Animal: Hidden Sources of Love, Character, and Achievement. New York: Random House, 2011.
Burchell, M., and Robin, J. The Great Workplace: How to Build It, How to Keep It, and Why It Matters. San Francisco: Jossey-Bass, 2011.
Hurley, R. F. The Decision to Trust: How Leaders Create High-Trust Organizations. San Francisco: Jossey-Bass, 2012.
Merchant, N. The New How: Creating Business Solutions Through Collaborative Strategy. San Francisco: O'Reilly Media, 2010.
Shockley-Zalabak, P. S., Morreale, S. and Hackman, M. Building the High-Trust Organization: Strategies for Supporting Five Key Dimensions of
Trust. San Francisco: Jossey-Bass, 2010.
Wiseman, L. Multipliers: How the Best Leaders Make Everyone Smarter. New York: HarperCollins, 2010.
ENCOURAGE THE HEART
Achor, S. The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work. New York:
Crown Books, 2010.
Gostick, A., and Elton, C. All In: How the Best Managers Create a Culture of Belief and Drive Big Results. New York: The Free Press, 2012.
Kouzes, J. M., and Posner, B. Z. Encouraging the Heart: A Leader's Guide to Rewarding and Recognizing Others. San Francisco: Jossey-Bass,
2003.
Rath, T., and Harter, J. Well-Being: The Five Essential Elements. New York: Gallup Press, 2010.
Seligman, M. E. Flourish: A Visionary New Understanding of Happiness and Well-Being. New York: The Free Press, 2011.
Profle for Tonya Laliberte
CL 2014 Participants
September 28, 2014
Copyright 2013 by James M. Kouzes and Barry Z. Posner. Published by The Leadership Challenge, A Wiley Brand. All rights reserved. www.leadershipchallenge.com.
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