About MPI

Who does not know the need to have a leader who is visionary but can keep both feet on the ground.

There are many management paradoxes which contribute to making the management task and the demands on the manager more and more complex.

The managerial paradoxes in reality stem from the organization's task-related paradoxes. As an organisation, you must both be able to develop, but also create a certain stability. Many organizations work in increasing competition, but at the same time are expected to be able to cooperate with other organisations, public authorities and in several cases even with competitors.

The MPI is a test tool to test your personal leadership behavior. MPI focuses on the paradoxes, and identifies the areas where you as a leader are strong or weak in balancing between the leader's paradoxical tasks.

• MPI is a method to test and evaluate your personal leadership behavior.
• MPI builds on well-known theories about paradox management and focuses on paradoxes that the good leader must be able to work with.
• MPI puts words to good and bad management, and takes a critical view of the personal leadership profile and the needs of the job.
• MPI does not regard all profiles as equally strong, but identifies strengths and weaknesses in your leadership behavior in relation to the job.
• MPI offers the possibility of a personal self-test, a 360 degree test, e.g. from your employees or colleagues, as well as a Match test where job requirements are tested against your personal profile.
• MPI is, in addition to a test of leadership behavior, a method for working in a structured manner with your leadership behavior. MPI provides the opportunity to develop leadership behavior for the benefit of the organization.
• MPI can be advantageously used in entire management groups as a starting point for joint management training
• MPI provides a common management language between the managers involved.

The Three Indicators.

The MPI test is carried out in 3 levels:

1. A self-indicator where you as a leader score your own leadership behaviour
2. A group indicator where e.g. a group of employees or colleagues scores your leadership behavior as a whole group
3. A Match indicator where the management scores the need in your particular job - the result is compared with one or more self-indicators. This indicator can be advantageously used in connection with new hires.

The final result of each individual indicator is called a Score – Self Score, Group Score and Match Score. The results consist of a graphic illustration and a concentrated report that describes exactly your leadership behaviour. Also included are a number of recommendations for how to work with leadership behavior - depending on the differences that arise between your own perception, the group's perception or the management's perception of the need in your job.

The individual results can be advantageously combined and provide a solid insight into personal leadership as well as the concrete needs of your organisation.