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. An employee confides that they are feeling overwhelmed with their current project load. What would you do?"* This field is required.
Suggest they work harder to manage their time better.
Ask other team members to assist them.
Discuss their workload and explore feasible solutions together.
Tell them to figure it out since it’s part of their job.
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2. A team member has recently lost a loved one and seems distracted at work. What would you do?* This field is required.
Ignore the situation to maintain professional boundaries.
Express concern but do nothing further.
Offer your condolences and ask them how they wish to manage their work.
Suggest they take some time off.
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3. An employee expresses interest in a role that doesn't exist in your department. What would you do?* This field is required.
Ignore their request as it’s not currently relevant.
Tell them to be happy with where they are.
Help them explore potential career paths within the organization.
Recommend they consider leaving the company if they’re unhappy.
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4. You notice an employee consistently working late. What would you do?* This field is required.
Assume they prefer working late.
Praise them for their dedication.
Encourage them to continue as long as they manage their workload.
Warn them about burnout and discuss healthier work-life balance.
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5.A team member feels inadequate due to lacking certain skills for a task. What would you do?* This field is required.
Ignore the situation as everyone feels inadequate sometimes.
Suggest they work harder to catch up.
Assign the task to someone else.
Provide them with resources or training opportunities.
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6. Two team members are in conflict and it's affecting their work. What would you do?* This field is required.
Ignore the conflict unless it escalates further.
Let them resolve it on their own to build character.
Reprimand them for being unprofessional.
Intervene empathetically and facilitate a constructive resolution.
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7. An employee has been diagnosed with a chronic illness and requests a flexible working arrangement. What would you do?* This field is required.
Suggest they deal with it on their personal time.
Express sympathy but explain that company policy does not allow changes.
Tell them to provide a medical certificate.
Work with HR to accommodate their needs.
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8. An employee from a different cultural background is misunderstood by their peers. What would you do?* This field is required.
Ignore the conflict unless it escalates further.
Tell the employee to adapt to the prevailing office culture.
Reprimand them for being unprofessional.
Intervene empathetically and facilitate a constructive resolution.
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9. A usually high-performing employee has started to miss deadlines. What would you do??* This field is required.
Give them a formal warning.
Overlook it as a one-off situation.
Monitor their performance more closely without intervening.
Discuss potential personal or professional issues impacting their performance.
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10. A team member reacts defensively to feedback. What would you do?* This field is required.
Avoid giving them further feedback.
Criticize them for their defensiveness.
Discuss how they can receive feedback more openly.
Revisit the conversation focusing on their feelings and perceptions.
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11. You notice an employee seems demotivated after not being acknowledged in a meeting for their hard work. What would you do?* This field is required.
Ignore it, as not everyone can be recognized all the time.
Encourage them to keep up the good work regardless of recognition.
Privately commend their work.
Recognize their efforts in the next team meeting.
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12. An employee struggling with childcare asks to adjust their schedule. What would you do?* This field is required.
Deny the request as it might set a precedent.
Offer sympathy but explain that you can’t help.
Review and possibly adjust their hours to help them manage better.
Suggest they find a new job if they can’t manage their schedule.
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13. A nearing retirement age employee expresses anxiety about their future. What would you do?* This field is required.
Advise them to consult HR for retirement plans.
Ignore their concerns as retirement is a personal issue.
Discuss their transition plans and any support they might need.
Suggest early retirement.
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14. A team member is relocating for work and shows signs of stress. What would you do?* This field is required.
Offer support or resources to ease their move.
Tell them everyone goes through stress.
Advise them to see it as a new opportunity.
Ignore it as the move is mandatory.
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15. An employee asks for feedback on their career progression, and you are aware they have multiple skill deficits. What would you do?* This field is required.
Give vague feedback to avoid difficult conversations.
Postpone the conversation to avoid any discussion or potential requests to support them.
Tell them they’re doing fine without specific details.
Provide thorough, constructive feedback and discuss their future goals.
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Calculation
Should be Empty: