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It is important to remember that the Leadership Effectiveness Inventory measures the perceived effectiveness of the leader as measured by the standards of their peers and/or subordinates. As anyone who works in situations with leader-peer-subordinate relationships knows, MANY factors can influence a peer or subordinate's perception of a leader. Some of these factors are out of the leader's control (company policies and procedures, union relationships, competition for resources, everyday exigencies and annoyances) and must be taken into consideration when evaluating the results. Sometimes subordinates may, for personal reasons, dislike their leader, or may have a general problem with anyone with authority and answer the LEI with undue or unjustified harshness (or, if they personally like the leader, may answer with unwarranted generosity). LEI results should be interpreted with these factors in mind. Remember - high scores may be as indicative of the state of the subordinate's mind as they are of the ability of the leader.

Those who use the LEI should also be aware that the number of subordinates who fill out the LEI is an important consideration. A leader who only has feedback from one or two reporting subordinates may not receive reliable results due to the small size of the sample. In any case, please remember that the LEI should not be used as the deciding factor in any major personnel decisions. The LEI is meant to be suggestive of further avenues of investigation only. If you have questions, or need more complete evaluation and effectiveness consultation, please call Organization Dimensions at 804-741-4700.

13-18     Seems to be an outstanding effective leader who understands both task-related and interpersonal needs.

19-26     Indicates a very capable effective leader. Observation and training could improve them even more.

27-33     Perceived as a leader who is generally capable, although with some lapses in effectiveness. Training could increase effectiveness.

34-44     A leader, possibly, of average ability. Subordinates sense their superior lacks competence. Training a must.

45-54     Might indicate serious lapses in leadership ability. Investigation and observation advised. Training a must.

55-78     In any case, employer should consider immediate intervention and investigation. Something is wrong somewhere.