Quick test to check the Hidden Tendencies in your Leadership Style
Dr.(Hr) Owais K.
Country HR Head-India | Author | Certified Agile HR Coach | Certified Master Behavioral Skills Trainer | Certified Psychometric Tests Analyst | Certified Data Analyst
?Self-Evaluation Questionnaire: “Leadership Insights Assessment"
This questionnaire is designed to reveal hidden tendencies in your leadership style by exploring nuanced behaviors and subtle decision-making approaches. Please answer as intuitively as possible. Use the scale below to rate your agreement with each statement.?
1 = Strongly Disagree, 2 = Disagree, 3 = Neutral, 4 = Agree, 5 = Strongly Agree
Questionnaire:
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?? ? 1 ? 2 ? 3 ? 4 ? 5
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2. When a project is successful, I subtly ensure that the right people receive credit, though I recognize the significance of my role in steering the team.?
?? ? 1 ? 2 ? 3 ? 4 ? 5
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3. I guide my team through complex challenges by providing general direction, but I remain involved when I sense they may not fully grasp the critical details.?
?? ? 1 ? 2 ? 3 ? 4 ? 5
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4. I make space for all voices in discussions, even when some team members express unconventional ideas that may not align with the project’s immediate goals.?
?? ? 1 ? 2 ? 3 ? 4 ? 5
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5. While I strive to be fair in my interactions, my level of engagement with team members can vary depending on the impact of their contributions.?
?? ? 1 ? 2 ? 3 ? 4 ? 5
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6. When deadlines approach, I tend to increase pressure on the team, even if it means being more assertive, because I know it helps meet our objectives.?
?? ? 1 ? 2 ? 3 ? 4 ? 5
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7. I recognize incremental progress, but I usually emphasize the end result, knowing it’s the true measure of success.?
?? ? 1 ? 2 ? 3 ? 4 ? 5
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8. I’m transparent with my team most of the time, though there are instances where I strategically withhold information to ensure focus remains on what matters.?
?? ? 1 ? 2 ? 3 ? 4 ? 5
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9. In high-pressure situations, I focus on finding solutions quickly and may hold off on addressing the root causes until after the crisis has passed.?
?? ? 1 ? 2 ? 3 ? 4 ? 5
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10. I welcome input on decisions, but when I’m confident in a course of action, I expect the team to support my judgment, even if they have reservations.?
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??? ? 1 ? 2 ? 3 ? 4 ? 5
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11. I value teamwork, but I’m aware that individual brilliance can sometimes drive success more effectively than collaboration in certain scenarios.?
??? ? 1 ? 2 ? 3 ? 4 ? 5
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12. I trust my team to make decisions within their roles, but I monitor their progress closely to ensure the outcomes align with my expectations.?
??? ? 1 ? 2 ? 3 ? 4 ? 5
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13. When mistakes happen, I provide feedback, though I sometimes expect the person responsible to figure out how to avoid similar errors moving forward.?
??? ? 1 ? 2 ? 3 ? 4 ? 5
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14. I strive to balance my team’s personal needs with organizational objectives, though when deadlines are tight, professional goals take precedence.?
??? ? 1 ? 2 ? 3 ? 4 ? 5
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15. I delegate tasks to encourage growth, but I stay involved to make adjustments if things aren’t progressing as I envisioned.?
??? ? 1 ? 2 ? 3 ? 4 ? 5
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Scoring Key:
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Add up your total score and evaluate based on the ranges below.
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-15 - 30 Points: Strategic Leadership with Emotional Intelligence?
? You likely have a refined leadership style, balancing strategic decision-making with emotional intelligence. Your ability to navigate complex situations while maintaining team cohesion suggests you understand the subtle dynamics of influence and direction.
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-31 - 45 Points: Leadership with Adaptive Control?
? Your leadership may reflect a mix of support and control, often shaped by the context. While you value team input and collaboration, there are times you may intervene more than necessary. Reflect on whether your involvement is empowering or limiting to your team’s growth.
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-46 - 60 Points: Leadership with Strong Directive Tendencies?
? Your leadership style may lean toward a more directive approach, where decision-making and control rest heavily with you. While this can be effective in achieving outcomes, consider whether your level of control is fostering autonomy or creating dependency within your team.
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Purpose of the Evaluation:
This assessment has been carefully designed to elicit subtle, often unconscious leadership behaviors. The questions are structured to explore hidden patterns in decision-making, feedback, delegation, and control. Leaders who typically navigate complex environments may uncover tendencies that impact their team's growth and innovation, often without realizing it. Reflect on your results to gain deeper insight into your leadership style.
CEO at Mindskillz | Driving Corporate Talent Transformation
2 个月I believe hidden tendencies can shape a leader's behavior unconsciously, influencing their decision-making, communication, and ability to connect with their team.