What Type of Leader are You?

Quiz Questions

• 1.
  Do you enjoy your position as a leader?

  • A.
    I LOVE my position as a leader!
  • B.
    I like to lead, but I'd be okay if I wasn't
• 2.
  What do you value in the workplace?

  • A.
    My position and authority within the company
  • B.
    My positive relationship with colleagues
  • C.
    My ability to shape our strategy for future success
  • D.
    Supporting colleagues to do their best work
• 3.
  Which best describes your approach to motivating team members?

  • A.
    People are motivated by clear rewards and punishments.
  • B.
    People are motivated when they feel involved and valued.
  • C.
    Team members should motivate themselves.
  • D.
    A clear vision and goals motivates my team.
• 4.
  When giving direction to a team, your go-to philosophy can be summed up by:

  • A.
    People come first, support each other
  • B.
    Tell me how would you like to do it
  • C.
    I give a clear sequence of actions to follow
• 5.
  Leaders can succeed by:

  • A.
    Giving clear orders
  • B.
    Helping people reach their potential
  • C.
    Leaving people alone to do their thing
  • D.
    Cheer on the team and celebrate successes
• 6.
  I’m good at helping people to change direction

  • A.
    That would almost never be me.
  • B.
    Some people would say that about me, but others would not.
  • C.
    I’m nearly always like that.
• 7.
  I want the people in my group to feel:

  • A.
    They are an important part of the team and bring something special.
  • B.
    They have a clear list of tasks that need to be accomplished.
  • C.
    They can grow and achieve higher goals by being part of our team.
• 8.
  If your direct reports or colleagues were asked to share one positive aspect of your leadership style, they would say:

  • A.
    You're an excellent motivator who shares positive energy and optimism with your team.
  • B.
    The clear vision and direction you provide has helped your organization on its path to achieving long-term goals.
  • C.
    You achieve results by having high expectations and clear process.
• 9.
  I value team harmony and try to avoid conflicts or quickly resolve them

  • A.
    Strongly agree - team harmony leads to success
  • B.
    Neither agree or disagree - sometimes conflicts are to be expected and can be a good thing
  • C.
    Strongly disagree - conflicts are needed to build a strong team
• 10.
  When it comes to giving orders:

  • A.
    I tell group members what to do, how to do it, and when I want it done.
  • B.
    I provide direction and goals, offer support, and accept suggestions and feedback from the team.
  • C.
    I don't like to give orders.
• 11.
  BONUS: What do you want as a leader?

  • A.
    To be known as a likeable leader.
  • B.
    To achieve success through pioneering projects.
  • C.
    To be recognised and rewarded for achieving results.

Quiz Outcomes

• 1.
  You're a MANAGERIAL Leader

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  A managerial leader is the least effective of the five types of leaders. They have the least influence; people only follow them because they have to. They see others as tools to use to complete the objective for the day. They like to make decisions, supervise and correct. They are commonly seen as uninspiring "micromanagers". Their desire is to achieve recognition and reward. Their weakness is building relationships and this can severely limit their career progress. They can improve this by working on their self-awareness and relational intelligence (RQ).
• 2.
  You're a RELATIONAL Leader

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  A relational leader prefers to build relationships than develop influence. People want to work with them because of who they are, not what they know. They develop mutual respect with others and work well with them. Although people like to work with them, they have not developed their leadership qualities to bring the most to the team. Their weakness is not wanting to leave the comfort-zone of being liked, and they often will avoid conflict and making decisions. Their career is at risk of plateauing, but they can invest time and effort and develop their leadership skills.
• 3.
  You're a MOTIVATIONAL LEADER

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  A motivational leader seeks mutual benefit for themselves, others, and the organization. People want to follow them because of who they are and what they know. They influence others in their team with their energy and dedication. They are trusted and deliver results for their organization, their customers, and their line-manager. Their weakness is they lack strategic vision and focus too much on process and the day-to-day functioning of the team. This can limit their ability to be a true leader and their career may not progress beyond team-leadership level. They can step up to become a Transformational leader by working on their "big picture" skills and long-term planning.
• 4.
  You're an INSPIRATIONAL Leader

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  An inspirational leader inspires team members to achieve their potential and become leaders too. Their focus is on growing themselves in order to inspire others to grow. They influence others by "walking the talk". They are people-focused not process-focused. True inspirational leaders are followed because of how much they care and who they are on the inside. They are motivated by the growth and fulfilment of those they lead. Their weakness is not engaging with the strategic direction of the business, which limits their ability to influence key decisions that could support their team's growth to higher levels. They can avoid this pitfall by working on their business strategy and developing leadership skills at a higher level.
• 5.
  You're a TRANSFORMATIONAL Leader

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  A transformational leader’s passion and purpose is to transform others and impact the world through achieving outstanding goals. They are the most influential of the five types of leaders and are highly respected. Their reputation precedes them. They are well known for developing leaders. Their influence touches people in other industries and across multiple generations. Their weakness is being impatient to achieve difficult goals which can lead to burnout or an overstressed team. They can eliminate this risk by developing their pace and self-awareness, through seeking support for high-level personal and professional growth.