Leadership Development
The Leadership Humility Profile
Most leadership assessments measure what a leader produces. The LHP-5 measures how a leader leads: whether confidence holds under challenge, whether the leader builds others up, and whether drive serves the mission.
Lem Usita, Ed.D. · Researcher, professor, and keynote speaker · Identity Specialist LLC
The Idea
Humility as a disciplined capacity
The LHP-5 treats humility as a capacity that shapes and constrains sustainable effectiveness. It does not treat humility as modesty or low confidence. A leader can be decisive, driven, and humble at the same time, and the profile shows how those capacities fit together.
The most sustainable leaders are not merely effective in producing outcomes. They are effective in ways that build trust, develop others, strengthen teams, and create results that last.
Five Dimensions
Five capacities, six statements each
Security
A stable sense of self, emotional groundedness, and the ability to withstand challenge without becoming defensive.
Humble Regard for Others
The capacity to value other people’s strengths and contributions without centering personal status.
Team Orientation
Whether the leader uses authority to multiply collective capability rather than protect personal territory.
Self-Awareness
Insight into patterns, blind spots, emotional triggers, and public-facing impact.
Purposeful Resolve
The disciplined will to pursue mission-centered goals with courage and persistence.
How It Works
Thirty statements, about ten minutes
Statements
Six statements for each of the five dimensions, rated from 1, Strongly Disagree, to 5, Strongly Agree.
Minutes
One dimension per screen. Respond as you honestly experience your leadership, not as you wish to be seen.
Scores
Each dimension returns a score from 6 to 30. Some statements are reverse scored, and the profile handles that conversion.
Composites
Humility Capacity, Purposeful Resolve, and a Total LHP-5 score summarize the whole profile.
Low Capacity
6–14Developing
15–20Strong
21–25Mature
26–30Bands describe current capacity in each dimension. They are a starting point for a conversation, not a grade.
What You Receive
A profile you can act on
Five dimension scores
A radar view and a band for each dimension, so strengths and gaps are visible at a glance.
Three composites
Humility Capacity, Purposeful Resolve, and the Total LHP-5 score.
A leadership pattern
One of four patterns that describe how humility and resolve combine today.
Two development priorities
Your two lowest-scoring dimensions, each with a common risk, practical interventions, and a progress signal to watch.
An optional Team Map
Add a rating of current effectiveness to place the leader on the Humility and Effectiveness Team Map.
Your results by email
Your profile appears on screen and arrives in your inbox, so you can return to it.
Leadership Patterns
Four patterns, one map
Relational Steward
A healthy relational leader who may need stronger execution discipline. Coaching builds standards, decision cadence, and follow-through.
The Integrated Leader
A trusted, disciplined, mission-centered leader. Coaching deepens what already works and extends it to others.
Passive Drifter
A leader who needs foundational development and role clarity. Coaching starts with the lowest-scoring dimension.
Driven Achiever
A leader who produces results and may create ego, trust, or culture risk. Coaching pairs that drive with credit-sharing, delegation, and openness to feedback.
The map describes where a leader stands today. It does not rank leaders or set a target.
Ways To Use It
One profile, four settings
Self-guided
Take the LHP-5 in about ten minutes and read your profile, pattern, and priorities.
Coached debrief
Walk through the profile with Lem Usita, Ed.D., and turn the two priorities into a development plan.
The 360
Add the views of an upline lead, peers, and direct reports. Raters complete a 15-statement form, and a rater group appears only when at least three people respond.
Team readout
Show a team its aggregate pattern in a team-level graph, with no individual rater data.
Scope And Limits
A starting point, not a verdict
The LHP-5 is designed for coaching, leadership development, and team diagnostics. It is built for leaders who lead teams over time, and several statements assume the leader has people to develop and delegate to. Some statements describe consultative habits, so results in fast-moving or command settings deserve a careful read with a coach. The profile has not been independently validated for hiring, promotion, or other high-stakes selection decisions. Results open a conversation. They do not deliver a verdict.
Work With Me
Start with a conversation
Tell me about the leader or the team. In one conversation we agree on purpose and choose the right path: a coached profile, a 360, or a team engagement.
Lem Usita, Ed.D. · Identity Specialist LLC · identityspecialist.net
