Score

Leadership Style Self-Assessment

Q1_S

Q2_S

Q3_S

Q4_S

Q5_S

Q6_S

Q7_S

Q8_S

Q9_S

It depends on the situation: I draw on whichever source (authority, expertise, relationship, vision) actually fits what the moment requires

My relationships and the trust I've built with people over time

Q1. Where does your influence as a leader primarily come from?

I take direct control and give clear, specific instructions

I step back and let the team figure it out, trusting their capability

I read the specific situation: sometimes taking direct control, sometimes stepping back, based on what the team and the moment actually need

I bring the team together to work through it collaboratively, even under time pressure

Q2. Under real pressure or a tight deadline, what's your default response?

Through careful analysis of available data

Through intuition and pattern recognition built from experience

By combining both: using data to inform judgment, and judgment to interpret and act on data that's inevitably incomplete

By seeking genuine input and building consensus before deciding

Q3. How do you primarily make significant decisions?

I stay closely involved, offering guidance and course-correction along the way

I give people significant autonomy and trust them to find their own way

I calibrate my involvement to each person's readiness: closer guidance where it's genuinely needed, real autonomy where it's earned

I focus mainly on setting clear goals and reviewing results at agreed intervals

Q4. How do you approach developing the people who report to you?

I state my position clearly and expect it to be given real weight given my role

I try to find common ground and reach a solution everyone can genuinely live with

I engage the disagreement directly and openly, genuinely willing to change my position if the other view is stronger, while being clear when I do hold firm and why

I tend to avoid open conflict and address concerns more privately or indirectly

Q5. How do you typically handle disagreement with a team member or peer?

Direct and efficient: clear instructions, minimal elaboration

Narrative: I tend to communicate through context, story, and the "why" behind decisions

I adapt my style to the audience and the moment: sometimes direct, sometimes narrative, based on what will actually land

Dialogic: I favour open discussion and drawing out others' thinking before sharing my own

Q6. How would you describe your natural communication style as a leader?

Cautious: I prefer well-tested approaches with a track record

Bold: I'm genuinely comfortable moving on promising but unproven ideas

Calibrated: my appetite for risk shifts deliberately based on the actual stakes and reversibility of the decision in front of me

It depends mostly on how confident I feel about the specific decision at hand

Q7. How would you describe your general orientation toward risk as a leader?

Near-term execution: making sure today's commitments are met well

Longer-term direction: shaping where the organisation is headed, sometimes at the expense of near-term detail

I hold both deliberately, and adjust my balance based on what the organisation genuinely needs from me at a given time

It depends mostly on what's currently the biggest source of pressure

Q8. Where does your attention naturally gravitate: near-term execution, or longer-term direction?

Fairly consistent; I try to bring the same approach regardless of context

It shifts somewhat, though not always deliberately

I deliberately and consciously vary my style based on what each specific context genuinely requires

I haven't reflected on this explicitly before

Q9. How consistent is your leadership style across different contexts (a crisis, a routine operational week, a sensitive people conversation)?

More decisiveness and direct ownership of tough calls

More delegation and trust in others' capability

More long-term vision-setting, beyond immediate operational demands

More direct, real-time engagement with people's development and growth

Leadership Style Self-Assessment

What Kind of Leader Are You, Really?