Leadership Style Quiz

When it comes to making important team decisions:* This field is required.

I let the team self-manage and only step in to clarify if needed.

I encourage group consensus but provide occasional guidance.

I gather input from the team and balance it with my own judgment.

I consult with key individuals, but I make the final call.

I prefer to decide on my own and then inform the team.

When setting goals or targets:* This field is required.

I trust the team to set their own goals and check in occasionally.

I facilitate discussion so we can collaboratively determine goals.

I propose goals and solicit feedback before finalizing them.

I present clear goals and allow minimal adjustments based on team input.

I set goals unilaterally and expect the team to follow.

If a team member consistently underperforms:* This field is required.

I assume they will correct themselves with minimal interference.

I talk with them openly, encourage peer support, and let them chart improvements.

I work with them on a plan for improvement and provide regular coaching.

I create a structured performance improvement plan with deadlines.

I take strict corrective action, emphasizing consequences.

How do you typically run team meetings?* This field is required.

I rarely hold formal meetings; the team coordinates organically.

I encourage open dialogue, ensuring everyone has a chance to speak.

I prepare an outline but welcome the team to shape the agenda in real time.

I set a detailed agenda, allowing limited Q&A at the end.

I drive the meeting with a set agenda and keep discussions tightly controlled.

When delegating tasks:* This field is required.

I let the team choose who does what, trusting them to work it out.

I discuss tasks with the team, then we agree on who takes on each task.

I assign tasks but often ask team members if they’re comfortable or have suggestions.

I decide on task distribution based on my view of each person’s strengths.

I instruct team members which tasks to do without seeking their input.

Your approach to new initiatives or change is:* This field is required.

Let the team experiment freely and see what emerges.

Encourage brainstorming sessions to co-create the approach.

Provide a general framework and let the team fill in the details.

Outline a structured plan and request specific contributions.

Present a fully formed plan and direct each person’s role.

Regarding communication style:* This field is required.

Communication flows mostly peer-to-peer; I don’t intervene much.

I create informal channels so everyone’s voice can be heard.

I maintain an open-door policy and also schedule periodic check-ins.

I expect updates regularly and prefer a more formal reporting structure.

I insist on strict reporting lines and detailed status reports.

How do you motivate your team?

I assume motivation is intrinsic; I don’t push it.

I encourage camaraderie, collaboration, and shared purpose.

I celebrate successes publicly, often coaching and mentoring.

I set performance targets and reward top achievers.

I push for results with high standards and consequences for underperformance.

When conflicts arise in the team:* This field is required.

I let them sort it out themselves unless it escalates.

I facilitate group discussion and mediation to reach consensus.

I meet individually and collectively to help resolve issues.

I step in with direct instructions to resolve the conflict.

I mandate a swift resolution and impose decisions if needed.

Concerning employee development:* This field is required.

I trust individuals to grow in the ways they see fit.

I encourage them to choose training or mentoring options they prefer.

I work with each person on a personalized development plan.

I decide on specific areas for them to develop based on organizational needs.

I direct their development paths and ensure mandatory training is completed.

If you receive feedback from your team about your leadership approach:* This field is required.

I let them share if they want, but I don’t actively seek it out.

I appreciate feedback and sometimes incorporate it.

I frequently seek feedback to refine my style.

I consider feedback but ultimately rely on my own judgment.

I don’t typically change my approach; I lead the way I see best.

Your main priority as a leader is to:* This field is required.

Provide space for the team to innovate independently.

Build trust and collaboration within the team.

Inspire and guide each individual toward success.

Ensure efficiency and measurable outcomes.

Achieve top results through strong control and direction.

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