Your Guide to LPI 360 Feedback Tool Pricing and Usage

Effective leadership isn’t just about how you see yourself—it’s about how others experience your leadership. Closing the gap between your intent and your impact is where real growth happens, but it’s a blind spot for many. The LPI® 360 is designed to illuminate that blind spot with honest, confidential feedback from every angle. It provides a data-driven look at what you’re doing well and where you have opportunities to improve. Before you can provide this transformative experience, you need to plan the practical details. A key part of that plan is understanding the lpi 360 feedback tool pricing. This guide will walk you through the entire investment, ensuring you have all the information needed to bring this world-class leadership assessment to your team.

Key Takeaways

• Get a True Picture of Your Leadership: The LPI 360 provides a clear view of your impact by focusing on observable behaviors, not abstract personality traits, giving you practical feedback you can act on immediately.
• It’s a Complete Development Toolkit: Your investment includes more than just data; you get a comprehensive feedback report, plus gain access to a development planner. We also have workbooks designed to help you translate insights into a concrete growth plan.
• Make a Plan for Lasting Change: The assessment is the first step. To see real improvement, commit to creating an actionable development plan, consider follow-up coaching, and use the LPI 360+ to measure your progress over time.

What is the LPI 360 Feedback Tool?

Effective leadership isn’t just about how you see yourself—it’s about how others experience your leadership. That gap between intent and impact is where the most significant growth happens, but it’s also a blind spot for many leaders. How do you get an honest, well-rounded view of your performance? This is where a 360-degree feedback tool becomes invaluable. The Leadership Practices Inventory® (LPI® 360) is designed to give you that complete picture. Think of it as a mirror that reflects how your team, manager, and peers see your leadership in action.

Unlike assessments that focus on personality traits you can’t easily change, the LPI 360 is built around observable behaviors. It measures how frequently you engage in the actions that make leaders great, based on decades of research. This approach makes the feedback incredibly practical and actionable. It provides a clear, data-driven look at what you’re doing well and where you have opportunities to grow, making it a powerful starting point for meaningful, lasting development. It’s one of the most trusted leadership assessments available because it moves beyond theory and into the real-world practice of leading people effectively.

Key Features and Benefits

The LPI 360 is built on a simple but powerful foundation: The Five Practices of Exemplary Leadership®, a research-backed model that identifies the behaviors common to great leaders. The assessment measures how frequently you demonstrate 30 specific leadership actions related to the five practices of: Model the Way, Inspire a Shared Vision, Challenge the Process, Enable Others to Act, and Encourage the Heart. The primary benefit is gaining profound self-awareness. Instead of guessing about your impact, you receive structured, confidential feedback from the people you work with every day. This clarity helps you pinpoint your strengths, identify blind spots, and create a focused plan for becoming a more effective leader. It’s a practical tool for leaders at any level in any industry.

How the Assessment Works

The process is straightforward and respects everyone’s time. First, you complete a 30-item online survey to rate how often you believe you engage in specific leadership behaviors. Then, you invite a group of “observers”—your manager, direct reports, and peers—to complete the same survey about you. The entire process takes about 20 minutes for each person to complete. All observer feedback is compiled into a single report and remains completely confidential, which encourages honest and constructive responses. The final report compares your self-perception with your observers’ feedback, giving you a rich, multi-faceted view of your leadership style.

Who Is the LPI 360 For?

This tool is designed for anyone who wants to improve their ability to lead others, regardless of their official title. It’s incredibly valuable for experienced managers and executives who are committed to continuous improvement. It’s also perfect for new or aspiring leaders who want to accelerate their growth and build a strong foundation of leadership skills. The LPI 360 helps individuals at all stages of their careers develop their leadership presence and understand their impact on others. If you are ready to take an honest look at your leadership and are committed to taking action, the LPI 360 can provide the roadmap you need.

Breaking Down LPI 360 Pricing

When you’re planning a leadership development initiative, the budget is always a key piece of the puzzle. Investing in your leaders is one of the most impactful decisions you can make, and understanding the costs involved is an important step. The pricing for the Leadership Practices Inventory® (LPI® 360) is straightforward and designed to scale with your needs, whether you’re assessing a single manager or an entire team. Let’s walk through the components so you can budget effectively.

Individual Assessment Costs

Let’s start with the basics. The cost for a single LPI 360+ assessment is $250.00. This price covers one leader’s complete 360-degree feedback experience, which includes both the initial assessment, and a reassessment 9 to 15 months later to check your progress. Think of this as the foundational investment in a leader’s journey. It provides the rich, multi-rater data that illuminates their strengths and identifies clear opportunities for growth, forming the basis for a targeted personal development plan.

Discounts for Teams and Organizations

If you’re looking to develop a group of leaders, you can make your budget go further with volume pricing. We offer discounts on orders of 50 or more assessments. This makes it more accessible to implement the LPI 360 across entire departments or leadership levels. For any initiative, we encourage you to contact us directly for a customized pricing plan that aligns with your organization’s specific goals.

LPI 360 vs. LPI 360+: What’s the Difference?

You might see two options available, and it’s a key distinction. The standard LPI 360 provides a powerful snapshot of a leader’s behaviors at a single point in time. In contrast, the LPI 360+ includes a second, follow-up assessment. This allows a leader to take the assessment before a development program and again afterward to measure their progress. The LPI 360+ is an excellent choice for organizations that want to track growth and demonstrate the tangible impact of their efforts in developing leaders.

Other Costs to Keep in Mind

To ensure there are no surprises, it’s important to know that participant materials are purchased separately from the LPI assessments. The assessment provides the what—the valuable feedback and data—while the materials provide the how. These resources are essential for helping leaders understand their feedback and create actionable plans. Factoring in these materials ensures your leaders have all the tools they need to translate the insights from their LPI report into lasting behavioral change.

The Observer Feedback Process

A key part of the LPI 360+ is its confidential and straightforward feedback process. Both the leader and their chosen observers complete a 30-item online survey that usually takes about 20 minutes. To ensure a well-rounded report, we recommend inviting all your direct reports, your manager, and any other peers or colleagues you work with on a regular basis. The most important feature of this process is that, other than your manager, all other observer feedback is kept completely confidential. This anonymity encourages honest, constructive input, which is essential for building effective workplace relationships based on trust and transparency. It creates a safe environment for observers to share candid feedback that truly helps the leader grow.

Support Resources and Materials

Beyond the core assessment and planning tools, your investment gives you access to a wider ecosystem of support materials. For teams and organizations looking to create a more immersive learning experience, you can purchase additional resources like “The Leadership Challenge® Facilitation Set.” This kit includes extra activities, games, and materials that can be used in workshops or team sessions to bring the LPI 360 concepts to life. These resources are perfect for facilitators and HR professionals who are committed to developing leaders through engaging and interactive methods, turning individual feedback into a shared team development experience.

Optional Add-On Services

For leaders who want more personalized guidance, optional add-on services are available to supplement the standard LPI 360 package. This often includes one-on-one coaching sessions with an Integris Leadership Coach who can help you interpret your results, identify key takeaways, and create a robust action plan. A coach serves as an accountability partner, supporting you as you work to implement new leadership behaviors and practices. This high-touch support is ideal for ensuring that the insights gained from the LPI 360 translate into lasting, tangible improvements in your leadership effectiveness. If you’re interested in personalized coaching, you can contact us to learn more.

What to Expect During Implementation

Bringing a new assessment tool into your organization can feel like a huge undertaking, but implementing the LPI 360 is a surprisingly straightforward process. The key is knowing what to expect so you can plan accordingly. From the simple tech requirements to the timeline for getting feedback into your leaders’ hands, the entire experience is designed to be efficient and impactful, minimizing disruption while maximizing insight. The goal is to gather meaningful data that helps your leaders grow, not to create an administrative headache for your team. Whether you’re rolling this out to a small group of managers or across the entire organization, the process is scalable and flexible enough to meet your specific needs. We’ll walk through the practical side of implementation, covering the technology involved, training options to help you get the most out of the results, a realistic timeline, and a transparent look at the full cost. This way, you can focus less on the logistics and more on developing leaders who can inspire their teams and drive results.

Technical Requirements

One of the best parts of the LPI 360 is its simplicity. You don’t need a dedicated IT team or special software to get started. The entire assessment is web-based, meaning all your leaders and their observers need is a computer and an internet connection. This makes it accessible for leaders at every level, whether they’re in the office, working from home, or in the field. The user-friendly online portal guides participants through the questions smoothly, ensuring a consistent and hassle-free experience for everyone involved. This low technical barrier means you can launch the assessment quickly and without worrying about compatibility issues or lengthy setup times.

Training and Support Options

While the LPI 360 reports are insightful on their own, the real transformation happens when leaders know how to interpret and act on their feedback. To support this, you can equip your internal team to run their own workshops with The Leadership Challenge® Facilitation Set. This kit provides everything you need to guide leaders through their results and help them create meaningful development plans. For organizations that prefer expert guidance, partnering with a certified facilitator can add immense value. An experienced guide can lead debrief sessions, facilitate team discussions, and help ensure the feedback translates into lasting behavioral change for your leadership team.

How to Purchase and Launch the LPI 360

Bringing a new assessment tool into your organization can feel like a big undertaking, but with a clear plan, it can be a smooth and rewarding process. The Leadership Practices Inventory® (LPI) 360 is a powerful tool for leadership development, and a thoughtful rollout is key to its success. From understanding your team’s specific needs to navigating the purchasing process and encouraging participation, we’ll walk through the essential steps to get you started. Think of this as your roadmap for successfully launching the LPI 360 and setting your leaders on a path to meaningful growth.

Assess Your Organization’s Needs

Before you jump into purchasing, take a moment to clarify what you want to achieve. The LPI 360 is incredibly versatile and benefits leaders at all levels, whether you’re in a corporate, nonprofit, healthcare, or government setting. The first step is to define your goals. Are you looking to build the skills of emerging managers, refine the practices of your executive team, or create a common leadership language across the entire organization? Understanding your unique context and objectives will help you tailor the implementation process and ensure the feedback your leaders receive is directly applicable to their roles and your company’s vision for developing leaders.

Best Practices for a Smooth Rollout

A successful launch hinges on clear communication and a supportive environment. To get the most out of the LPI 360, it’s important to create a process that feels constructive, not critical. Start by clearly explaining the purpose of the assessment and how the feedback will be used for development. Ensure that all participants understand the rating criteria so the feedback is consistent and fair. One of the most critical elements is guaranteeing anonymity for observers. When people feel safe giving honest input, the feedback becomes much more valuable and actionable for the leader. This foundation of trust is essential for improving team performance and fostering a culture of open communication.

Address Common Implementation Challenges

It’s wise to anticipate a few common hurdles. One of the most common is a low response rate from observers. People are busy, and without a clear understanding of why their input matters, they may not prioritize it. You can get ahead of this by communicating the value of the process for both the leader and the organization. Another challenge is ensuring the feedback doesn’t just sit in a report. The LPI 360 is most effective when it’s part of an ongoing conversation about performance and growth, not a one-time event. Frame it as the beginning of a development journey to encourage both leaders and their teams to stay engaged with the process long-term.

Get the Most from Your LPI 360 Investment

Purchasing the LPI 360 is the first step, but the real value comes from how you use it. Think of the assessment not as a final grade, but as the beginning of a conversation about leadership growth. This tool is a powerful catalyst for change, but only when it’s part of a thoughtful, ongoing development strategy. To truly capitalize on your investment, you need a plan for preparing your leaders, interpreting the feedback, and supporting their journey long after the initial report is delivered. It’s about creating a culture where feedback is seen as a gift and a tool for continuous improvement, rather than a critique.

When implemented correctly, the LPI 360 does more than just provide data; it sparks meaningful conversations, builds self-awareness, and gives leaders a clear path forward. The most successful organizations use the results to facilitate coaching sessions, build peer support groups, and integrate The Five Practices of Exemplary Leadership® into their everyday language. This section will cover the essential strategies to ensure your investment pays off, transforming a one-time assessment into a long-term driver of leadership excellence and organizational health. By focusing on successful implementation and follow-through, you can turn insights into lasting behavioral change that positively impacts teams and the bottom line.

Set Your Leaders Up for Success

The LPI 360 is an observer-based tool designed for leaders at every level, from the front lines to the C-suite. The key to getting honest, constructive feedback is to create a safe environment. Before the assessment begins, communicate clearly that the LPI is a tool for development, not a performance evaluation. When leaders understand the goal is to help them grow, they and their observers are more likely to approach the process with openness. This foundation of trust is essential for developing leaders who are self-aware and committed to improvement.

Measure Leadership Growth Over Time

How do you know if your leadership development efforts are paying off? The LPI 360+ is designed to answer that question. It includes a complimentary second assessment that can be administered 9 to 15 months after the first one, allowing you to track progress and measure growth. This follow-up is crucial for demonstrating the ROI of your investment and reinforcing the importance of continuous learning. It transforms leadership development from a one-time event into an ongoing cycle of feedback, practice, and measurable improvement, which you can learn more about in our resource center.

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Frequently Asked Questions

Is the feedback from observers truly confidential? Absolutely. The LPI 360 system is designed to protect the anonymity of everyone who provides feedback. All responses from observers are compiled and presented as grouped data, so individual ratings are never attributed to a specific person. This is a critical feature because it creates a safe environment for people to share honest, constructive input, which is the only kind of feedback that helps a leader truly grow.

What’s the real difference between the LPI 360 and the LPI 360+? Think of it as the difference between a snapshot and a story of progress. The standard LPI 360 gives a leader a powerful, in-depth picture of their leadership behaviors at a single point in time. The LPI 360+ includes a second, follow-up assessment. This is ideal for organizations that want to measure growth and see the tangible impact of their coaching or training initiatives over a 12 to 18-month period.

How much time will this take for my team to complete? The time commitment is minimal, which makes it easy to fit into a busy schedule. Both the leader and their observers will answer the same 30 questions. For most people, this takes only about 15 to 20 minutes to complete. It’s a small investment of time that yields incredibly valuable and detailed insights for development.

What kind of support is available to help our leaders understand their results? The report itself is just the beginning. Every LPI 360 assessment comes with a comprehensive feedback report and an optional Leadership Development Planner to help leaders turn their insights into a concrete action plan. For a more guided experience, you can use a facilitation kit to run your own workshops or partner with one of Integris’ certified facilitators or coaches for personalized debrief sessions.

Is this tool only for senior executives? Not at all. The LPI 360 is valuable for anyone in a position to lead others, regardless of their title. It’s incredibly effective for new managers, mid-level leaders, and even individual contributors who lead projects or teams. Because it focuses on observable behaviors, not abstract personality traits, it provides practical feedback for anyone looking to improve their ability to mobilize and inspire others.