Here is an assessment on Leadership Style. Please take this assessment and provide an analysis of the results. How does this relate to you?How does your style impact the technological tools that you w
Assessing Your Leadership Style
Note: This test is designed to help determine your personal leadership style. There is no right or wrong answer. Just choose the answer which seems most like what you would naturally do.
When your team is meeting, it is most important to you that:
You stay on schedule and get through the material you planned for the group
You make sure that each person has had a voice in the discussion
You let the discussion run its natural course and see what happens
If you are leading a discussion and you find one person dominating it, do you:
Invite others to participate in the discussion
Hope that the person will eventually get the hint and stop talking so much
Tell the person that you’d like others to have a chance to participate
You arrive late to an important team event and discover that the two freshmen in charge have not set the room up properly and are busy in last minute preparations. Do you:
Figure it’s too late to do anything and roll with the punches
Pull them aside and tell them what has to be done
Ask them if they can try to improve the room set up
Your team secretary has consistently forgotten to submit the proper paperwork to your school’s administration. Do you:
Find someone else that can do the job
Ask the secretary about what’s going on and offer to help
Ask the secretary to try harder next time
You’ve just asked another team member to join the leadership team. The best way to get them started in their new role is to:
Make sure they have an opportunity to really get to know the other team leaders
Let them have enough ‘adjustment’ time to get used to the new role
Make sure they understand very clearly what is expected of them
The best way to keep the team up to date on schedule changes is to:
Let everyone learn about the changes through regular interaction and let them know if anyone has questions to get in touch with you
Send out an email explaining the changes
Ask the team secretary to put it on the meeting agenda
You happen to be one of the main student leaders of your schools band. In a leader’s meeting, one of the younger leaders questions a decision you have made. Do you:
Try to explain why you arrived at your decision
Ask the person to elaborate on why they question your decision
Ask the person what decision they would have made
You discover that a member of your team has been openly critical of your leadership. Do you:
Set up a meeting to discuss why this person has been critical
Wait for the other person to bring it up to you directly
Immediately meet with the person and confront them on their attitude
You are the team leader and you have some strong thoughts on how to lead the team. However, your team sponsor disagrees. Do you:
Allow a little time to go by and see if the sponsor changes their mind
Ask the sponsor to suggest other alternatives that will work
Tell your sponsor that you appreciate the other ideas, but you have strong reasons for your decision and that you need to be trusted
When solving a problem that affects others, do you:
Present the problem, the solution and each person’s part in the implementation
Discuss the problem and try to get everyone to agree on a common solution
Trust that each person will solve their part of the problem that affects them
You are in charge of planning a team fundraiser. Do you:
Encourage spontaneous meetings to discuss plans
Check to see that everyone knows what to do
Let people get in touch with you if they have any questions
In establishing a committee to plan an event it is best to:
Allow the committee to function at their own pace
Ask the committee to establish their own timeline after they understand the objectives
Give the committee clearly defined objectives, a timeline and standards of operating
The best way to handle a difference in opinion between two members in your team is to:
State the differences of opinion and present a compromise position that both can accept
Encourage the two to meet together and work out their differences
Bring the two people together and help them arrive at a solution
In a group of friends, do you;
Try to make sure everyone has been heard
Enjoy listening to the ideas of others
Easily offer your opinion
Scoring the Leadership Profile
Question Directive Consultative Free Rein
1 A_____ B_____ C_____
2 C_____ A_____ B_____
3 B_____ C_____ A_____
4 A_____ B_____ C_____
5 C_____ A_____ B_____
6 B_____ C_____ A_____
7 A_____ B_____ C_____
8 C_____ A_____ B_____
9 C_____ B_____ A_____
10 A_____ B_____ C_____
11 B_____ A_____ C_____
12 C_____ B_____ A_____
13 A_____ C_____ B_____
14 C_____ A_____ B_____
TOTAL ________ ________ ________
My natural leadership style is:___________________________________
DIRECTIVE LEADERSHIP STYLE
1. In challenging situations, you feel most comfortable working from clear guidelines.
2. In meetings, you take charge early and become anxious to get down to business.
3. You find it easy to assign tasks, provide schedules, and monitor progress.
4. You may tend to become impatient when subordinates want to prolong a discussion. You tend to be more concerned with getting the job done than you are with meeting interpersonal needs.
5. In situations in which you have complete control you tend to relax more, assume an easy-going manner, and become more patient and considerate.
CONSULTIVE LEADERSHIP STYLE
1. The primary goal is to have good interpersonal relations with others-even at the sacrifice of the goal.
2. You tend to be very sensitive to the individual members of the group and are especially concerned with their feelings.
3. In a meeting you tend to encourage the participation of various members of the group.
4. In high stress situations you tend to find it more difficult to reach the goal.
5. You function best in moderate control situations where you are able to deal with interpersonal relations and deal effectively with difficult subordinates.
FREE-REIN LEADERSHIP STYLE
1. In challenging situations, you allow the greatest freedom to your subordinates.
2. You can become overly tolerant of non-productive members of your team.
3. Your “best” day is one in which you have spent the majority of your time working on projects and administrative functions.
4. You schedule meetings, but may tend to have a difficult time bringing the discussion to any definitive conclusion or implementation plan.
5. You tend to function best with subordinates who enjoy working on their own and need little day-to-day supervision from you.
Comparison of Leadership Styles
Area of Concern | Directive (Control Orientated) | Consultative (Team Approach) | Free Rein (Laissez-Faire) |
Who does the planning? | Leader | Leader plus group | Individuals or groups |
Who does the Problem Solving? | Leader | Leader plus group | Individuals or groups |
Who makes decisions? | Leader | Leader plus group | Individuals or groups |
What is the direction of communication? | Down | Down, up and across | Across |
Where is the responsibility for achievement felt? | Leader | Leader plus group | Not Felt |
Where does the responsibility actually lie? | Leader | Leader | Leader |
Leader’s confidence level in subordinates | Little to none | High | High |
Leader’s rapport with subordinates | Low | High | Questionable |
Amount of delegation of authority by leader | None | Lots | Lots |
Crisis Management | Good | Poor | Chaotic |
Change Management | Poor | Good | Ineffective |
Behaviors That Work For and Against Leadership Selection
The behavioral approach to leadership suggests that people can behave in ways that may lead to their being selected as leaders or distinguish them as leaders. This is similar to the trait approach, except that traits are considered more or less inborn attributes, while behaviors can be learned and refined. The list below shows behaviors that have been identified as being related to being selected or not selected as a leader in groups.
Contributing Behaviors | Interfering Behaviors |
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Go back over the above lists and reflect on the differences between them. What are the principles involved? What makes a person desirable or undesirable as a leader based on behavior?