Leadership Diagnostic Instrument—

Measuring leadership with the Leadership Diagnostic Instrument (LDI)... 

FIGURE 5-2. SAMPLE LEADERSHIP DIAGNOSTIC INSTRUMENT (LDI) REPORT WITH BEST PRACTICES SCORES EXPRESSED AS COMPARATIVE PERCENTILES. 

Leaders lead within a unique cultural context, and their behavior—especially their leadership style and best practices—shapes that context. Each leader needs to find out. How does my behavior contribute to our cultural problems How do I need to behave differently to bring about improvements in our organizational culture The Leadership Diagnostic Instrument (LDI), introduced in chapter 4, gives the leader the information she needs to think productively about this question by providing comprehensive feedback about her relationships with important others in the organization. 

The process began with a detailed individual assessment, including a 360-degree diagnostic survey (see the discussion of the Leadership Diagnostic Instrument, or LDI, in chapter 4) and interviews with subordinates, peers, and managers. The assessment resulted in a detailed feedback report that gauged the individual s leadership style and best practices. Because this report employed information from coworkers familiar with each leader and supplied detailed examples of his or her leadership behavior, it filled a vacuum that most senior leaders experience—a lack of direct feedback on their leadership. 

Using a 360-degree diagnostic instrument such as the LDI gives the leader a picture of where to strengthen his or her safety leadership. Doing so requires focusing on the appropriate leadership best practices—the subject of the next chapter. 

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