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What Type of Leader Are You

Discover your leadership style with our comprehensive assessment. Get insights on your strengths and areas for improvement, and learn how to lead effectively.

Are you ready to know your LEADERSHIP STYLE?

1. I believe that decision-making in the organisation should be top down

Always

Often

Sometimes

Rarely

Never

2. I delegate challenging assignments, even if they will not be accomplished quickly

Always

Often

Sometimes

Rarely

Never

3. Collective decision-making is the most effective form of decision-making

Always

Often

Sometimes

Rarely

Never

4. I believe in investing time in people

Always

Often

Sometimes

Rarely

Never

5. My team trust me implicitly

Always

Often

Sometimes

Rarely

Never

6. I have great self-control and expect to use my initiative alone in managing others

Always

Often

Sometimes

Rarely

Never

7. I believe in letting the team have a say in the way the team is managed

Always

Often

Sometimes

Rarely

Never

8. If people do not perform well enough I believe they should be quickly replaced

Always

Often

Sometimes

Rarely

Never

9. I make agreements with my team about their roles and responsibilities and enact development plans

Always

Often

Sometimes

Rarely

Never

10. I work hard to establish strong emotional bonds between myself and my team

Always

Often

Sometimes

Rarely

Never

11. I exemplify all the standards that I expect from my team

Always

Often

Sometimes

Rarely

Never

12. I identify poor performers and demand more from them

Always

Often

Sometimes

Rarely

Never

13. Work should be very task-focused

Always

Often

Sometimes

Rarely

Never

14. I spend time helping staff to identify their own strengths and areas for development

Always

Often

Sometimes

Rarely

Never

15. I expect people to do as they are told, without questioning my motives

Always

Often

Sometimes

Rarely

Never

16. If I believed an existing system was hampering good work, I would have no hesitation in getting rid of it

Always

Often

Sometimes

Rarely

Never

17. People who do not do what their leaders tell them deserve to be reprimanded immediately

Always

Often

Sometimes

Rarely

Never

18. I think that we can all get a good deal of insight into an issue if we discuss it as a team

Always

Often

Sometimes

Rarely

Never

19. I give my team members regular feedback on their performance

Always

Often

Sometimes

Rarely

Never

20. I give my team the leeway to take calculated risks and be innovative, once I have set out the direction they should take

Always

Often

Sometimes

Rarely

Never

21. I spend a lot of my time getting buy-in to ideas from my team members

Always

Often

Sometimes

Rarely

Never

22. I set out where I want the team to get to, and expect them to use their initiative in getting there

Always

Often

Sometimes

Rarely

Never

23. In giving feedback I look at the extent to which a person’s work has furthered the group vision

Always

Often

Sometimes

Rarely

Never

24. I translate the organisation’s strategy into terms that the team can understand

Always

Often

Sometimes

Rarely

Never

25. I know what is best for my team and expect them to do what I ask

Always

Often

Sometimes

Rarely

Never

26. I give the team freedom to achieve our goals

Always

Often

Sometimes

Rarely

Never

27. I hold a lot of meetings with my team to ensure that they are happy with the way that the team is working

Always

Often

Sometimes

Rarely

Never

28. I think that team members should have a say in setting goals and objectives

Always

Often

Sometimes

Rarely

Never

29. I encourage people to create long-term development goals

Always

Often

Sometimes

Rarely

Never

30. I give plentiful instruction and feedback

Always

Often

Sometimes

Rarely

Never

31. I believe that we can always find ways to do things better and faster

Always

Often

Sometimes

Rarely

Never

32. I would prefer that team members be happy in their work than spend my time correcting each fault

Always

Often

Sometimes

Rarely

Never

33. I try to set a vision and get staff to come along with me in creating that vision

Always

Often

Sometimes

Rarely

Never

34. I am not convinced the team will work with initiative if I don’t demonstrate what to do and how to do it

Always

Often

Sometimes

Rarely

Never

35. I am more interested in setting long term goals than in being involved in detailed day to day work

Always

Often

Sometimes

Rarely

Never

36. I work hard to create a strong sense of belonging for all the team

Always

Often

Sometimes

Rarely

Never

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