Although personality assessments like the LDP are often utilized within entry-level and high volume selection programs, they have been used to assess senior leadership candidates for more than a century. While technology may have changed the delivery method over the years, the basic premise is still the same: executive-level placement requires an exhaustive review of the candidate’s portfolio, including leadership style and related behavioral dimensions.
The LDP provides just such a review, allowing search committees and selection professionals to anticipate how an individual will respond within a leadership role. In addition, the LDP’s Leading Profile provides an excellent follow-up resource, allowing a newly placed leader to further develop their style by leveraging strengths identified via the LDP.
The result: Not only is a more informed and supported selection decision reached, but also the new leader is equipped with comprehensive information that will help them in engaging and managing their new team members.
We found the LDP to be helpful to us in making our hiring decision. We had about 78 applicants for this particular position and we had narrowed it down to the top four. The LDP assessment actually helped us to fine tune the process and gave us more confidence in making that decision.
– Dr. Hinkley, Associate Professor & Chairperson
about the LDP framework
The LDP describes a person’s work style by measuring two primary sources of drive and motivation (Achievement Drive and Relational Drive) and ten supporting dimensions:
Achievement Drive describes the focus and intensity with which an individual approaches common activities as well as long-term goals. At opposite ends of the Achievement Drive continuum, are two primary behavioral patterns: Methodical and Urgent. The five supporting characteristics, referred to as Achieving Dimensions, include:
- Intensity, the drive to extend effort in meeting or exceeding expectations when performing common tasks.
- Assertiveness, the confidence level in approaching one’s role and in asserting opinions.
- Risk Tolerance, the propensity to accept risk in making decisions or taking actions in uncertain situations.
- Adaptability, the interest in, or comfort level with changing or unplanned circumstances.
- Decision-making, the extent to which one relies on intuition and experience (versus methodical analysis) in making decisions.
Relational Drive describes the extent to which an individual engages relationally in common circumstances. At opposite ends of the Relational Drive continuum, are two primary behavioral patterns: Guarded and Expressive. The five supporting characteristics, referred to as the Relating Dimensions, include:
- Status Motivation, the drive to be personally recognized for efforts and accomplishments.
- Consideration, the awareness of, and propensity to contemplate others’ feelings and needs.
- Openness, the desire to learn and share personal information with others, including strangers.
- Affiliation, the desire to collaborate or affiliate with others in performing common activities.
- Self-protection, the level of trust in the intentions or reliability of others.