What's your primary Leadership Lean?

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Quiz Questions

1.
If someone asks me for help with a new project, I would…
- A.
  Say yes. I always do favours for people.
- B.
  Do it if it is easy for me, especially knowing that now they owe me.
- C.
  Do what they want, knowing it will make them like me more.
- D.
  Do it, provided I get the credit for doing so.
- E.
  Evaluate what the cost and value would be to my team of taking on that task.
- F.
  Look at my schedule and see how realistic it is for me to give them a quality result in the time-frame.
2.
If someone challenged my authority, I would...
- A.
  Plead my case for why they should listen to me.
- B.
  Demand that they step back and proclaim me as the undisputed authority.
- C.
  Use whatever means to convince them that I am the key authority.
- D.
  Contritely try to show them that I have what it takes to be the leader.
- E.
  Stay firm in what I believe, redirecting the conversation to the issue to be resolved.
- F.
  Get curious about what they are experiencing that has them taking that stance.
3.
If I am being shut out of an important meeting, I would…
- A.
  Storm the meeting right after it starts and demand to know what is going on.
- B.
  Get curious about the reasons behind my not being included, and see what I can do to get invited.
- C.
  Assume there is a good reason and offer to brainstorm some pieces for the meeting with the organizer ahead of time.
- D.
  Feel underappreciated and complain about the organizer.
- E.
  See it as evidence that people are plotting against me, and try to get my way into the meeting anyway.
- F.
  Call the organizer and insist they tell me why I have been left out.
4.
If someone takes the credit for a project that I led, I would…
- A.
  Approach the person in private and discuss what happened and share what corrective action I want to see.
- B.
  Grumble about them to everyone.
- C.
  Go to the boss and tell them that the project was all me.
- D.
  Throw my hands up, I mean what can I do, this happens all the time to me.
- E.
  Have a conversation with the person off-line and help them to see the importance of honouring people's contribution.
- F.
  Hunt them down and give them a piece of my mind.
5.
If someone makes me angry, I would…
- A.
  Bring it up with them and figure out what needs to be cleared and if anything needs to change moving forward.
- B.
  Threaten them, and make sure they are too scared to ever do that thing again.
- C.
  Pretend I am fine, and it's fine. But never really trust them again.
- D.
  Swallow it, but be on the look out for where I can stick it to them.
- E.
  Yell at them, until they understand what they did.
- F.
  Tell them how I am feeling, ask them how they are feeling, and try to figure out a solution so as not to repeat it.
6.
If my team or direct report doesn’t get a project done in the time frame they said they would, I would…
- A.
  Make sure they know I am disappointed, and tell them that this is unacceptable.
- B.
  Do the work myself, but silently seethe about it.
- C.
  Discuss with them what went wrong and what they need to do differently next time.
- D.
  Make excuses for them. I totally get what it is like to not be able to follow through on something.
- E.
  Take it out on them. I function a the highest level and so should they.
- F.
  Set clearer expectations and accountability for future assignments.
7.
If someone has a differing opinion to mine, I would…
- A.
  Get curious as to what led them to that opinion.
- B.
  Feel misunderstood and plead with them to see it my way.
- C.
  Argue with them until they understand and agree with my point of view.
- D.
  Pretend it's fine, but stop spending as much time with them.
- E.
  Cut them out of my life.
- F.
  Want to understand their point of view and what is behind it.
8.
If my boss threw me under the bus, I would…
- A.
  Try to figure out what I did wrong, and how to fix it.
- B.
  Double down on my efforts and make sure nothing ever goes wrong again.
- C.
  Get really upset and tell everyone how terrible my boss is to me.
- D.
  Reach out to my boss and ask what happened, and set a clear boundary around that behaviour.
- E.
  Tell my boss how I am feeling about their actions, and ask that if there is an issue in the future they come to me to discuss it first.
- F.
  Quit my job. No one treats me like that.
9.
If someone doesn’t acknowledge my excellence or hard work, I would…
- A.
  Tell everyone how great my work is and how hard I have worked myself. Shout it from the rooftops!
- B.
  Sulk. Don't they know how hard I work?
- C.
  Discuss what their expectation of me is, and clearly demonstrate how I have met or exceeded that.
- D.
  Double down to prove my worth.
- E.
  Let them know I feel underappreciated, and that I want to be recognized for what I bring.
- F.
  Complain about how they never appreciate me to anyone who will listen.
10.
If a co-worker was having a hard time, I would…
- A.
  Ask them to remember that work is work, and to get back to it.
- B.
  Tell them about the time I went through something similar.
- C.
  See if there is anything I can do to help make their situation better.
- D.
  Share my current struggles and commiserate with them.
- E.
  Ask them what support they need.
- F.
  Capitalize on the situation and push for some advantage over them.
11.
If someone who I have mentored or supported is successful, I feel...
- A.
  I deserve some credit for their success.
- B.
  Happy for them and for having had the chance to support them towards their dreams.
- C.
  Miffed that I didn't get that same success.
- D.
  Proud and impressed.
- E.
  Envious. Besides they got there because of me, shouldn't they be shouting my name to the rooftops?
- F.
  That I would like some recognition of my most recent success.
12.
If someone marginalizes me or makes fun of an ideas I have, I would…
- A.
  Take it personally and feel hurt and make plans to exact revenge.
- B.
  Set a boundary with them about how they talk to me.
- C.
  Get curious and ask what reasons they have for their opinion.
- D.
  Cut them off and loudly tell them that they are wrong.
- E.
  Pretend I don't care, but give them the cold shoulder next time I see them.
- F.
  Give it right back and point out where they have failed or are incompetent.
13.
If I were to ask for a raise, I would…
- A.
  Remind them how much I do for this company and they owe it to me.
- B.
  Demand they pay me more or I walk.
- C.
  Bring a list of all my successes at and for the company, and clearly outline my future value.
- D.
  Share why I need this money so badly, and throw myself on their mercy.
- E.
  Explain to them why I am entitled to this raise.
- F.
  Talk through what I bring, how I have contributed to the company so far, and my vision for what I want to do next.
14.
When I need to make a hard decision, I would…
- A.
  Know exactly what to do. And I am almost always right.
- B.
  Get paralyzed. I don’t want to make a mistake.
- C.
  Call on the experts on my team to give me advice.
- D.
  Poll everyone I know and get confused by all the opposing opinions.
- E.
  Do the thing that benefits me the most.
- F.
  Weigh the different elements: outcomes, effort required, impact on people.
15.
If someone says something inappropriate, I would…
- A.
  Feel relieved because no one is noticing me right now.
- B.
  Intervene in the situation and explain to them their mistake in private.
- C.
  Feel so uncomfortable about their shame that I try to distract people from what is happening.
- D.
  Believe that their mistakes make me look better.
- E.
  Pull them aside and gracefully let them know how they are selling themselves short.
- F.
  Point it out to as many people as possible, so we can have a good chuckle.
16.
When someone I look up to makes a mistake, I would…
- A.
  Come up with ways I might be able to help them out of their tough spot.
- B.
  Complain about what a bad mentor they ended up being.
- C.
  Try to cover it up for them.
- D.
  Lose all respect for them, and cut them out of my life.
- E.
  Offer to help them talk through the situation to try to find a good solution.
- F.
  Distance myself from them and their failure.
17.
When I need to delegate a task or project to an already busy team, I would…
- A.
  Plead or cajole to get them to do what I need.
- B.
  Consider all the resources, and the priorities and redistribute tasks so that the whole team succeeds.
- C.
  Try to make sure I figure out who the best person to give this project to is.
- D.
  Threaten them with what I will do if they don't take this on.
- E.
  Bring the team together so we can decide together how to distribute the workload.
- F.
  Push it onto my best people, knowing they are busy, but insisting that they take it.
18.
If I had to miss a meeting at the last minute, I would…
- A.
  Probably forget to tell them I can't make it.
- B.
  Point out how they picked a ridiculous time to have a meeting.
- C.
  Capture all my intended points and forward them to someone to represent me.
- D.
  Make sure everyone knew that it was not my fault.
- E.
  Apologize and see what I can contribute before hand.
- F.
  Make them cancel the meeting, because I need to be at all the important meetings.
19.
If I am making a presentation and this is my one shot to impress the CEO, I would…
- A.
  Bring my A game and trust that doing my best is enough.
- B.
  Try to show everyone that I am not intimidated by the CEO and really strut my stuff.
- C.
  Make my team put together the best content possible, so that I can shine.
- D.
  Start by apologizing for what will inevitably not be good enough work.
- E.
  Compile a team of great people to help me, and highlight their contribution during the presentation.
- F.
  Get all jittery and kind of lose my focus.
20.
If I need to ask someone for help on a task or project, I would…
- A.
  Demand their best work.
- B.
  Tell them what great people they will be collaborating with, and that they will get creative freedom.
- C.
  Promise them all sorts of things, even if I don’t know for sure I can deliver on those.
- D.
  Tell them they are will be demoted if they don't do it.
- E.
  Beg and plead until they agree. Or just carry the whole load myself.
- F.
  Get them excited about the purpose of the task or project.
21.
When someone is clearly upset about something and is expressing their feelings, I would…
- A.
  Talk to them about what is at the core of their concern.
- B.
  Intervene and redirect them to a more positive place to look.
- C.
  See how other people are reacting and do what they are doing.
- D.
  Shut them down and redirect the attention to me.
- E.
  Yell at them to shut them up
- F.
  Join in, I have it at least as hard as them.
22.
If my team was being ask to do more than they have the capacity for, I would…
- A.
  Work to figure out creative ways to collaborate with another team or group to get the job done.
- B.
  Tell them to suck it up and get the job done, or don't bother coming to work.
- C.
  Ask them to knuckle down and do the work, after all it is just short term.
- D.
  Get a little frantic trying to figure out how to tell the team they need to take it on.
- E.
  Set a boundary for my team. Overwork doesn’t help the team be most productive in the long run.
- F.
  Beg my team to do it, and save me from my boss's disappointment.
23.
If someone won't help me with something important, I feel…
- A.
  Betrayed or despairing.
- B.
  Angry. And I would push them until they agreed to help.
- C.
  Hurt, but try not to let it show.
- D.
  Clear about the next person to ask.
- E.
  Furious. After all I have done for them?
- F.
  Disappointed, but recover quickly.
24.
If I make a mistake, I would…
- A.
  Own up to it.
- B.
  Explain why it is not my fault that it went wrong.
- C.
  Cover it over, maybe fix it and not tell anyone.
- D.
  Blame it on someone else. If that doesn’t work distract people with what someone else did wrong.
- E.
  Be transparent about why it happened and what I learned from it.
- F.
  Pretend it didn't happen, and hope no one notices.
25.
If I have to come up with a plan for how my team will roll out a project, I would…
- A.
  Look at every angle, to make sure we have the perfect plan.
- B.
  Consult my key people for their creative input and then get the team's buy in.
- C.
  Feel put upon and insecure about how to do it best.
- D.
  Ask everyone's opinion on the best plan, then spend a lot of time trying to figure out what advice to follow.
- E.
  Develop clear guidelines and make sure everyone knows what is expected of them.
- F.
  Make the decisions and tell them exactly how it should be executed.
26.
If I need to give someone feedback, I would…
- A.
  Put it off, I hate the idea that they might not like me afterwards.
- B.
  Be as direct and blunt as possible. I hate when people sugar coat the truth.
- C.
  Make someone else do it, I don't want to have to hear all the excuses.
- D.
  Tell it to them straight, people deserve to know where they stand.
- E.
  Find a way to get out of it. I hate conflict.
- F.
  Share the feedback, and ask about their experience. Figure out a growth path for them together.

Quiz Outcomes

1.
Toxic Feminine
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What this means is that the majority of the time you are leading with a toxic expression of feminine energy. In more specific terms: Toxic Feminine is where quietly-occurring energy unconsciously disrupts the emotional stability and safety of relationships. While rooted in being of service, inherent in Toxic Feminine are unspoken expectations and conditions.If you subscribed on the previous page, over the next 7 days, you'll receive more in-depth information about the Toxic Feminine Leadership Lean, along with specific coaching direction on how to grow your leadership, with concrete tips to help take your leadership to the next level. And to learn more about Femasculine, check out my website.
2.
Toxic Masculine
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What this means is that the majority of the time you are leading with a toxic expression of masculine energy. In more specific terms: Toxic Masculine is at the root of most outwardly violent communication and behaviour. It’s overtly harmful, aggressive, and devoutly binary. Inherent in Toxic Masculine is the belief there is only one way to do things, see things, or perceive things...and that anything outside of it must be eliminated. If you subscribed on the previous page, over the next 7 days, you'll receive more in-depth information about the Toxic Masculine Leadership Lean, along with specific coaching direction on how to grow your leadership, with concrete tips to help take your leadership to the next level. And to learn more about Femasculine, check out my website.
3.
Distorted Feminine
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What this means is that the majority of time, you are leading with a distorted expression of feminine energy.In more specific terms:Distorted Feminine is predominately passive and accommodating. It can manifest as under-functioning, a lack of boundaries, complaint, inability to self-manage time or tasks, and stall processes through indecision and withdrawal.If you subscribed on the previous page, over the next 7 days, you'll receive more in-depth information about the Distorted Feminine Leadership Lean, along with specific coaching direction on how to grow your leadership, with concrete tips to help take your leadership to the next level. And to learn more about Femasculine, check out my website.
4.
Distorted Masculine
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What this means is that the majority of the time you are leading with a distorted expression of masculine energy. In more specific terms: Distorted Masculine inspires over-functioning, and is at the source of burnout. Inherent in Distorted Masculine is a rigidity to alternate solutions and fighting to be right - which often compromises relationships with individuals, teams, companies and communities.If you subscribed on the previous page, over the next 7 days, you'll receive more in-depth information about the Distorted Masculine Leadership Lean, along with specific coaching direction on how to grow your leadership, with concrete tips to help take your leadership to the next level. And to learn more about Femasculine, check out my website.
5.
Integrated Feminine
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What this means is that the majority of the time you are leading with an integrated expression of feminine energy. In more specific terms: Integrated Feminine is full of heart and compassion. Expert at building relationships, inherent in Integrated Feminine is openness, vulnerability and curiosity, with a vested interest in individuals and the collective.If you subscribed on the previous page, over the next 7 days, you'll receive more in-depth information about the Integrated Feminine Leadership Lean, along with specific coaching direction on how to grow your leadership, with concrete tips to help take your leadership to the next level. And to learn more about Femasculine, check out my website.
6.
Integrated Masculine
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What this means is that the majority of the time you are leading with an integrated expression of masculine energy.In more specific terms:Integrated Masculine balances action with ownership. It creates strategic momentum toward goals, is clear with communication, and sets expectations and boundaries. Inherent in Integrated Masculine is personal responsibility and collective safety; that action does not come at the expense of the well-being and each individual, or the team.If you subscribed on the previous page, over the next 7 days, you'll receive more in-depth information about the Integrated Masculine Leadership Lean, along with specific coaching direction on how to grow your leadership, with concrete tips to help take your leadership to the next level. And to learn more about Femasculine, check out my website.

What's your primary Leadership Lean?

Do you have an internal or external focus? Lean towards relational or strategic skills? Complete 26 situational questions and discover where your leadership falls on the Femasculine continuum, and what it means for the people you lead, and your business.

Quiz Questions

Quiz Outcomes