The Leadership Skills Profile identifies which individual’s have the best leadership qualities. Each organization can use this model due to the customizable format for their specific interest.
Participants are asked to respond to 352 items using a 5-point scale (“Strongly Disagree” to “Strongly Disagree”). Approximately 40 minutes is necessary for completion. Administration can be done on the computer or pencil-and-paper format which requires you to fax the answer sheet to the publisher.
Aligning theoretical framework, gathering articles, synthesizing gaps, articulating a clear methodology and data plan, and writing about the theoretical and practical implications of your research are part of our comprehensive dissertation editing services.
Douglas N. Jackson, 2003
Reliability and Validity
The Leadership Skills Profile uses three other instruments as its basis – Jackson Personality Inventory-Revised, Personality Research Form, and the Survey of Work Styles. Each of the three instruments is well-established showing convergent and discriminate validity for the LSP. However, the author doesn’t provide data showing reliability. There is no reliability or validity for the 360-degree feedback instrument provided in the LSI. Correlations between the LSP personality scale and the job leadership performance giving scores ranged from 0.31 to 0.51. Much more data is still needed to support strongly that the LSI is both reliable and valid.
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Administration, Analysis and Reporting
Statistics Solutions consists of a team of professional methodologists and statisticians that can assist the student or professional researcher in administering the survey instrument, collecting the data, conducting the analyses and explaining the results.
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Benson, G. Philip. Review of the Leadership Skills Profile. New Mexico State University, Las Cruces, NM.
Geisler, J. S. Review of the Leadership Skills Profile. Western Michigan University, Kalamazoo, MI.
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Smither, J. W., London, M., & Richmond, K. R. (2005). The Relationship between Leaders’ Personality and their Reactions to and Use of Multisource Feedback: A Longitudinal Study. Group & Organization Management, 30(2),181-210.