VIGLS Leadership Assessment

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Disclaimer* This field is required.Please note the following important points: Not a Mental Health Assessment: This tool is not designed to assess mental health, diagnose psychological conditions, or substitute for professional psychological advice. Participants concerned about their mental health should seek the assistance of a qualified healthcare provider. Confidentiality and Use of Data: While individual responses to this assessment are confidential, they will be used anonymously to develop and enhance additional tools and programs (referred to as TAAP tools). This means your identity will not be associated with the data used for these purposes. Voluntary Participation: Participation in this assessment is completely voluntary, and participants can choose to withdraw at any time without any consequences. Use of Information: The information provided by this assessment should be used as a guide for development and not as a definitive judgment of capability or performance. It is a starting point for reflection and conversation about emotional intelligence in leadership contexts. Limitations of the Tool: While this assessment is designed to provide valuable insights, it has limitations and should be seen as one of many tools for leadership development. It is not a diagnostic tool, and results should be interpreted with consideration to the broader context of each leader’s unique experiences and situations. By proceeding with this assessment, you acknowledge and agree to the terms outlined above. This tool is intended to support your leadership journey by providing insights that can help foster a deeper understanding of your emotional dynamics in professional settings.
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Exit Survey

Participation in this assessment is completely voluntary and not required. By choosing to proceed without explicitly selecting the 'Yes' button, you are implicitly agreeing to the terms outlined in the disclaimer. Please ensure that you have read and understood the disclaimer before continuing.

By continuing, you are indicating:

[x ] Yes, I have read and agree to the disclaimer.
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Name (Optional)
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Email* This field is required.Your assessments results will be emailed to you.
example@example.com
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1. When faced with a major decision, I prefer to:* This field is required.
Make the decision independently, based on my expertise.
Consult with team members before making a final decision.
Delegate the decision-making process to my team.
Assess the situation and adapt my approach based on team readiness.
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2. How do you typically involve your team in decision-making?* This field is required.
I make decisions without consulting the team.
I gather input and feedback from team members before making decisions.
I delegate decision-making authority to team members.
I adjust my approach based on team dynamics and individual capabilities.
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3. In your leadership role, how much autonomy do you typically give your team?* This field is required.
I closely supervise team activities.
I provide guidance but allow team members to make most decisions.
I give full autonomy to team members to manage their tasks independently.
I vary my level of involvement based on the team's readiness and the nature of the task.
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4. How do you inspire and motivate your team?* This field is required.
By providing clear instructions and expectations.
By communicating a compelling vision and fostering innovation.
By offering rewards and incentives for performance.
By adapting my leadership approach to meet individual and team needs.
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5. How do you typically manage performance and accountability?* This field is required.
By enforcing rules and regulations to ensure compliance.
By setting clear goals and providing rewards for achieving them.
By empowering team members to take ownership of their tasks.
By adjusting my approach based on the situation and individual/team readiness.
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6. How do you prioritize the needs of your team members?* This field is required.
By focusing solely on achieving organizational goals.
By fostering a supportive and empathetic work environment.
By delegating tasks to lighten the workload for team members.
By adapting my leadership style to address individual and team needs.
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7. How do you influence and inspire others?* This field is required.
By relying on my authority and position to command respect.
By communicating a compelling vision and inspiring others to follow.
By offering incentives and rewards for compliance.
By adjusting my communication style to resonate with different team members.
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8. How do you adapt your leadership style to meet changing circumstances?* This field is required.
I stick to a single leadership approach regardless of the situation.
I assess the readiness and capabilities of team members before adjusting my approach.
I empower team members to make decisions based on their expertise.
I continuously evaluate and adapt my leadership style to meet evolving needs.
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9. How do you foster both team collaboration and individual growth?* This field is required.
By prioritizing team goals over individual development.
By encouraging collaboration and investing in individual growth opportunities.
By offering rewards for team performance without considering individual contributions.
By adapting my leadership approach to balance team and individual needs effectively.
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10. How do you handle dissent or disagreement within your team?* This field is required.
I expect immediate compliance with my decisions.
I listen to concerns but ultimately make decisions independently.
I encourage open dialogue and consider alternative viewpoints.
I empower team members to resolve conflicts and make decisions collectively.
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11. How do you handle conflicts or disagreements within your team?* This field is required.
I impose my decisions to resolve conflicts quickly.
I facilitate discussions and seek consensus among team members.
I avoid conflicts and let team members resolve issues on their own.
I intervene to find mutually beneficial solutions when conflicts arise.
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12. How do you monitor progress and performance within your team?* This field is required.
I closely monitor and control all aspects of team activities.
I provide guidance and support but give team members freedom to work independently.
I trust team members to manage their tasks and provide assistance when needed.
I assess team progress periodically and adjust my involvement accordingly.
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13. How do you foster innovation and creativity within your team?* This field is required.
By providing detailed instructions and limiting experimentation.
By encouraging risk-taking and rewarding creativity.
By adhering strictly to established procedures and protocols.
By empowering team members to explore new ideas and approaches.
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14. How do you handle performance issues or failures within your team?* This field is required.
I reprimand team members for not meeting expectations.
I provide constructive feedback and offer support for improvement.
I offer rewards for successful outcomes and ignore failures.
I address performance issues directly and provide resources for development.
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15. How do you support the professional development of your team members?* This field is required.
By focusing solely on completing tasks and meeting deadlines.
By providing mentorship and opportunities for growth.
By assigning tasks based solely on team members' current skills.
By fostering a culture of continuous learning and skill development.
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16. How do you build trust and credibility with your team?* This field is required.
By relying on my authority and position within the organization.
By demonstrating authenticity and transparency in my actions.
By offering rewards and incentives for compliance with my directives.
By building rapport and connecting with team members on a personal level.
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17. How do you provide feedback and support to your team members?* This field is required.
I provide generic feedback without considering individual needs.
I tailor feedback and support to meet the specific needs of each team member.
I avoid providing feedback to prevent conflict or confrontation.
I provide constructive feedback and resources to support skill development.
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18. How do you promote a culture of continuous improvement within your team?* This field is required.
By maintaining the status quo and avoiding changes or disruptions.
By encouraging experimentation and learning from failures.
By focusing solely on short-term goals and immediate results.
By facilitating knowledge sharing and celebrating successes and milestones.
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19. How do you communicate expectations and goals to your team?* This field is required.
I dictate tasks and goals without seeking input from team members.
I communicate expectations but allow flexibility in approach.
I involve team members in setting goals and expectations.
I co-create goals with team members to ensure buy-in and commitment.
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20. How do you encourage participation and engagement within your team meetings?* This field is required.
I dominate discussions and make decisions without input from team members.
I facilitate open dialogue and encourage all team members to share their perspectives.
I limit participation to avoid conflicts or disagreements.
I actively seek input from team members but ultimately make decisions myself.
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21. How do you handle unexpected challenges or crises within your team?* This field is required.
I take charge and provide step-by-step instructions to resolve the situation.
I provide guidance and support but allow team members to take the lead in finding solutions.
I trust team members to address the issue independently and offer assistance if needed.
I assess the situation and adapt my approach based on team readiness and capabilities.
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22. How do you promote a shared vision and sense of purpose within your team?* This field is required.
I focus on achieving individual goals rather than aligning with a common vision.
I communicate a compelling vision that inspires and motivates team members.
I delegate tasks without providing context or rationale behind the work.
I involve team members in defining the team's purpose and long-term objectives.
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23. How do you ensure accountability and follow-through on assigned tasks within your team?* This field is required.
I monitor progress closely and intervene when tasks are not completed as expected.
I provide clear expectations and rewards for meeting deadlines and achieving goals.
I delegate tasks and trust team members to take ownership of their responsibilities.
I hold regular check-ins and provide support to overcome obstacles or challenges.
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24. How do you demonstrate empathy and understanding towards your team members' needs?* This field is required.
I prioritize organizational goals over individual well-being.
I actively listen to team members' concerns and provide support where needed.
I delegate tasks without considering individual strengths or preferences.
I adapt my leadership style to address individual needs and foster a supportive environment.
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25. How do you build rapport and trust with new team members?* This field is required.
I rely on my position and authority to establish credibility.
I demonstrate authenticity and connect with team members on a personal level.
I provide incentives and rewards to gain loyalty and compliance.
I involve team members in decision-making and show appreciation for their contributions.
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26. How do you adapt your communication style to meet the needs of different team members?* This field is required.
I communicate in the same manner with all team members, regardless of their preferences.
I tailor my communication approach to resonate with each individual's communication style.
I avoid communication to prevent misunderstandings or conflicts.
I provide clear and concise instructions to ensure clarity and understanding.
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27. How do you foster a culture of trust and psychological safety within your team?* This field is required.
I focus on achieving results without considering team dynamics or well-being.
I encourage open communication and create opportunities for feedback and reflection.
I prioritize individual achievements over collective success.
I empower team members to take risks and learn from failures in a supportive environment.
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28. How do you handle dissent or disagreement within your team?* This field is required.
I expect immediate compliance with my decisions.
I listen to concerns but ultimately make decisions independently.
I encourage open dialogue and consider alternative viewpoints.
I empower team members to resolve conflicts and make decisions collectively.
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29. How do you handle conflicts or disagreements within your team?* This field is required.
I impose my decisions to resolve conflicts quickly.
I facilitate discussions and seek consensus among team members.
I avoid conflicts and let team members resolve issues on their own.
I intervene to find mutually beneficial solutions when conflicts arise.
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30. How do you monitor progress and performance within your team?* This field is required.
I closely monitor and control all aspects of team activities.
I provide guidance and support but give team members freedom to work independently.
I trust team members to manage their tasks and provide assistance when needed.
I assess team progress periodically and adjust my involvement accordingly.
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31. How do you foster innovation and creativity within your team?* This field is required.
By providing detailed instructions and limiting experimentation.
By encouraging risk-taking and rewarding creativity.
By adhering strictly to established procedures and protocols.
By empowering team members to explore new ideas and approaches.
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32. How do you handle performance issues or failures within your team?* This field is required.
I reprimand team members for not meeting expectations.
I provide constructive feedback and offer support for improvement.
I offer rewards for successful outcomes and ignore failures.
I address performance issues directly and provide resources for development.
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33. How do you support the professional development of your team members?* This field is required.
By focusing solely on completing tasks and meeting deadlines.
By providing mentorship and opportunities for growth.
By assigning tasks based solely on team members' current skills.
By fostering a culture of continuous learning and skill development.
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34. How do you build trust and credibility with your team?* This field is required.
By relying on my authority and position within the organization.
By demonstrating authenticity and transparency in my actions.
By offering rewards and incentives for compliance with my directives.
By building rapport and connecting with team members on a personal level.
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35. How do you provide feedback and support to your team members?* This field is required.
I provide generic feedback without considering individual needs.
I tailor feedback and support to meet the specific needs of each team member.
I avoid providing feedback to prevent conflict or confrontation.
I provide constructive feedback and resources to support skill development.
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36. How do you promote a culture of continuous improvement within your team?* This field is required.
By maintaining the status quo and avoiding changes or disruptions.
By encouraging experimentation and learning from failures.
By focusing solely on short-term goals and immediate results.
By facilitating knowledge sharing and celebrating successes and milestones.
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Autocratic LeaderAn autocratic leader is one who makes decisions unilaterally, often without input or consultation from team members. This leadership style is characterized by strong control over all major decisions and little delegation of authority to subordinates.
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Democratic LeaderA democratic leader actively involves team members in the decision-making process, fostering an environment of collaboration and open communication. This leadership style emphasizes group consensus and values the contributions and input of every team member, enhancing engagement and ownership across the organization.
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Laissez-Faire LeadershipA laissez-faire leader is one who adopts a hands-off approach, granting team members substantial autonomy to make decisions and manage their responsibilities. This leadership style relies heavily on the principle of trust and minimal intervention, aiming to foster independence and self-motivation among employees.
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Transformational LeaderA transformational leader inspires and motivates their team by setting a vision that challenges and transforms their organization. This leadership style focuses on encouraging individual growth and innovation, fostering a supportive environment where team members are empowered to take initiative and exceed expectations.
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Transactional LeaderA transactional leader focuses on maintaining routine by managing and monitoring the performance of their team through a system of rewards and penalties. This leadership style is characterized by its emphasis on clear structures, tasks, and goals, and it relies heavily on formal authority and short-term objectives to motivate compliance and achieve results.
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Servant LeaderA servant leader prioritizes the needs and development of their team members above their own, focusing on nurturing and supporting individuals to reach their full potential and contribute effectively to the organization. This leadership style is characterized by a strong commitment to the growth of people, promoting a collaborative and empathetic environment that fosters shared success.
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Charismatic LeaderA charismatic leader captivates and inspires followers through their personal charm, persuasive communication, and magnetic personality. This leadership style relies on the leader's ability to connect emotionally with team members, energizing and motivating them towards achieving collective goals and fostering a strong sense of loyalty and commitment.
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Situational LeaderA situational leader adapts their management style to fit the developmental level of the followers they are trying to influence. This leadership style is flexible and dynamic, involving the assessment of the situation and the competence and commitment of the followers, thereby tailoring strategies that are most likely to result in successful outcomes.
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Transformative Agile LeaderA transformative agile leader combines the principles of transformational leadership with agile methodologies, focusing on continuous improvement, flexibility, and collaboration to drive change and innovation within an organization. This leadership style not only adapts proactively to changing environments but also emphasizes creating a self-empowered and self-evolving team, fostering a culture where trust and rapid adaptation are integral to achieving success.
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