Leadership Styles

ASSESSING YOUR LEADERSHIP STYLE

This questionnaire is based on the work of George Litwin and Richard Stringer, psychologists from Harvard University. But it considers the same six distinct styles of leadership as Daniel Goleman.



SCORING

Read the following statements and against each statement allocate a score:

  1. This is always true of me 5 points
  2. This is often true of me 3 points
  3. This is true of me 50% of the time 2 points
  4. This is largely untrue of me 1 point
  5. This is totally untrue of me 0 points


Questions

Evaluation

1- I expect people to do as they are told, without questioning my motives

5
3
2
1
0

2- I exemplify all the standards that I expect from my team

5
3
2
1
0

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

5
3
2
1
0

4- I delegate challenging assignments, even if they will not be accomplished quickly

5
3
2
1
0

5- My team trust me implicitly

5
3
2
1
0

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

5
3
2
1
0

7- People who do not do what their leaders tell them deserve to be reprimanded immediately

5
3
2
1
0

8- Work should be very task-focused

5
3
2
1
0

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

5
3
2
1
0

10- I believe in investing time in people

5
3
2
1
0

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

5
3
2
1
0

12- I translate the organization’s strategy into terms that the team can understand

5
3
2
1
0

13- I believe that decision-making in the organization should be top down

5
3
2
1
0

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

5
3
2
1
0

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

5
3
2
1
0

16- I spend time helping staff to identify their own strengths and areas for development

5
3
2
1
0

17- I work hard to create a strong sense of belonging for all the team

5
3
2
1
0

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

5
3
2
1
0

19- I know what is best for my team and expect them to do what I ask

5
3
2
1
0

20- I identify poor performers and demand more from them

5
3
2
1
0

21- Collective decision-making is the most effective form of decision-making

5
3
2
1
0

22- I give plentiful instruction and feedback

5
3
2
1
0

23- I work hard to establish strong emotional bonds between myself and my team

5
3
2
1
0

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

5
3
2
1
0

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

5
3
2
1
0

26- If people do not perform well enough I believe they should be quickly replaced

5
3
2
1
0

27- I believe in letting the team have a say in the way the team is managed

5
3
2
1
0

28- I encourage people to create long-term development goals

5
3
2
1
0

29- I give my team members regular feedback on their performance

5
3
2
1
0

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

5
3
2
1
0

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

5
3
2
1
0

32- I believe that we can always find ways to do things better and faster

5
3
2
1
0

33- I think that team members should have a say in setting goals and objectives

5
3
2
1
0

34- I make agreements with my team about their roles and responsibilities and enact development plans

5
3
2
1
0

35- I give the team freedom to achieve our goals

5
3
2
1
0

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

5
3
2
1
0

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