What's your leadership style?

Quiz Questions

• 1.
  How much do you trust your team with important decisions?

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  • A.
    I make the big decisions, and they take care of the busy work. When my employees prove themselves responsible, then *and only then* will they earn my trust.
  • B.
    It makes me a bit nervous, but I DO let them take charge now and then. I want my workers to feel like they're important pieces of the puzzle that is my company 🧩🙌
  • C.
    I empower my team by giving them opportunities to exercise their decision-making skills. If I thought they weren't capable, I wouldn't have hired them in the first place.
• 2.
  How do you make sure your employees reach their goals?

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  • A.
    I tell them, then I tell them again... They know if they fall short, there're thousands of other qualified folks to fill their positions.
  • B.
    I let them know that we're all in this together. Team work makes the dream work, am I right? Plus I kind of like getting my hands dirty.
  • C.
    My "office door" is open – I make myself available to give them the guidance they need to not just meet but exceed their goals. I'm a one-stop support shop.
  • D.
    I delegate tasks to help my team to reach its goal. It lets them know they're all equal, and everyone has to carry their fair share of responsibility. 
• 3.
  Your employees call you their...

  • A.
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    Boss
  • B.
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    Friend
  • C.
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    Manager
  • D.
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    Mentor/Teacher
• 4.
  Ever since their divorce, an employee has been underperforming, what do you do?

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  • A.
    I invite them to chat, then I share my own relationship story to make them feel better. If they know I've experienced something similar, maybe it'll inspire them to pick themselves back up.
  • B.
    What's happening off-the-clock in my employees' lives is none of my business. I remind them that they need to start bringing their A game into the office ASAP.
  • C.
    I encourage their closest coworkers to give the employee a pep talk. I don't have the time to unpack my team's emotional baggage, but I'm not about to punish someone for how they're feeling...
  • D.
    I connect with them, and, together, we come up with a plan to get them on track. I'm willing to give my employees whatever they need to bounce back from challenging circumstances.
• 5.
  It's time for a new marketing strategy, what do you do?

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  • A.
    I create it myself – hey, I'm the boss for a reason. I know what works and what really doesn't.
  • B.
    I ask my employees for their insights before finalizing anything. My team has the best ideas 💡💥
  • C.
    I tell my team to take the wheel! I want to see what crazy amazing creative strategies they come up with.
  • D.
    I assign a different task to everyone on my team – I know their work will come together wonderfully.
• 6.
  How do you reward your highly-motivated employees?

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  • A.
    I don't... My team doesn't need rewards to perform at the top of their game.
  • B.
    I give them freedom. They're allowed to take more initiative and continue to prove themselves in new, inspiring ways.
  • C.
    I allow them to step up into more of a leadership role. They help me decide how to delegate tasks – after all, they probably know their coworkers better than I do.
• 7.
  You've got a new hire, how do you onboard them?

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  • A.
    I sit with them for the first few hours to ensure they can keep up with my office's pace. They've got to know there're high-standards in place 🤷
  • B.
    I invite them to a meeting with the whole team. First order of business, get comfortable with your co-workers.
  • C.
    I let them dive right in! Doing = learning. Plus, I don't want to overwhelm them with an intense training session right off the bat...
• 8.
  Your two top employees are arguing nonstop, what do you do?

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  • A.
    I tell them to get the heck over it! We've got deadlines to meet...
  • B.
    I speak to them both separately to get a better sense of their conflict, then I guide them towards a resolution.
  • C.
    I assign them to desks on opposite sides of the office – maybe if they just don't see one another, the conflict will solve itself.
  • D.
    I set up a meeting for the three of us, so we can get everything out on the table.
• 9.
  It's crunch time! You're way behind schedule on a project – how do you catch up?

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  • A.
    I send everyone on my team a list of tasks to get done ASAP –then ask for structured and timely updates (hourly or daily depending on the tasks and deadlines).
  • B.
    I make sure my employees know exactly how much time we've got to work with. I trust them to get the job done.
  • C.
    I ask my high-performing team members for their opinions. Sometimes it's best to admit when you don't have the answer.
  • D.
    I can't help but lose my cool. I just don't understand why it's so difficult for people to get their work done on time...they knew the timeframe!

Quiz Outcomes

• 1.
  Your Style is... Directing

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  Your directing leadership style means you have high expectations for your team, and anyone who underperforms – may not be a good fit. You're a stickler for the rules and standards, which may discourage experimentation. You might believe procedures are in place for a reason and should rarely be questioned.On top of that, it takes a lot of commitment to win over your trust. You prefer to take the leading role in your business and make the major decisions.While your directing style means your team rarely falls out of order, it can still be an emotionally challenging work environment. It's important to know that for some employees, this style will give them the focus and drive to achieve. For others, this style may not give them the collaboration and partnership that they want and need."Leaders aren't born, they are made. And they are made just like anything else, through hard work. And that's the price we'll have to pay to achieve that goal, or any goal." Vince Lombardi3 Tips for Transforming Your Work Environment1) Engage Your TeamEngage your team, particularly when problem solving. Though you have confidence and experience, if you solve all the problems, your employees will not strengthen this important competency area. Let your employees know their thoughts are valuable by setting aside time to hearing them out. Additionally, stay open to innovative ideas – just because something hasn’t worked in the past doesn’t mean it’s not a possibility in the present. And – whatever you do – don’t immediately reject whatever your workers have had the courage to share with you.2) Provide RecognitionRegardless of personality style, everyone values sincere and respectful recognition of their contributions. If your team feels under-appreciated, they may become uninspired and/or disengaged. Get to know your team and the kind of recognition they value most. Know that there is a difference between extrinsic motivators (those that follow good performance, e.g., bonus, gift card, a thank you, etc.) and intrinsic motivators (i.e., being allowed to do what we're best at--our strengths, or autonomy, or achieving mastery, etc.). Use both liberally. ✨🤗💕3) Adjust Your StyleEarly in my career I was focused and direct. Maybe too direct. I needed to engage my team and allow them to fully engage and collaborate to develop their unique skill sets. So, I set out to become more collaborative, adopt a more partnering approach. Until I collaborated on EVERYTHING! Little did I know, the most effective leaders adopt their style to their followers. Great leaders, while consistently using their strengths, also understand employees' unique needs and lead them in an intentional manner. From this place of clarity, my employees soared. And so did I. Be aware of what each employee needs from you, and tailor your approach to meet (and exceed those needs). Who am I? Let Me Introduce MyselfHi there, I’m Cyndi Wentland, MBA, Certified Coach and founder of Intentionaleaders, LLC. If you’re a first-time leader or experienced executive, I've been in your shoes. I founded Intentionaleaders because I know what it feels like to have a career vision or goal...coupled with the uncertainty of how to achieve it. Other than keep working harder, smarter (duh), and well, harder--what are the secret ingredients to achieve those lofty aspirations? And how to tackle all those internal voices, you know the ones...how can I be my authentic self while navigating the varied political or organization cultures I found myself in? Am I doing this right? And if I am, why am I so stressed? Oh, how I longed for a clear path. And a wise, supportive mentor to guide me. Part cheerleader, part kick my ass, part educator--someone to walk beside me give me clarity and focus. Intention.Intentionaleaders is about this path, this partnership, this guidance. To achieve your leadership aspirations, regardless of where you are in your career. New manager? Senior executive? I've been where you are. I've learned the hard lessons; I've taught and coached thousands of leaders. I can help you find your unique path.Extra Resources to Be the Best Leader You Know1) Listen and subscribe to the Intentional Leaders Podcast with Cyndi Wentland. Each week, I'll give you the 3 decades worth of best practices (or the pitfalls of leadership and how to avoid them!). Tools, practices, tips and techniques that work and result in focus, clarity and engagement. Better than a triple latte with an extra shot, they're short, practical and relevant, let's go!🔥2) Want great tips for leading formally or informally each and every month? Check out my monthly interactive workshops for best practices in communication, influence, building credibility, and making an impact. You'll leave energized and upskilled with these 2 hour interactive sessions!3) Check out my 12 week course, The Confident Leader! Explore 6 modules that include the proven, effective strategies to an engaged team. Increase your credibility and influence while achieving results.See you in your inbox soon!Or start learning more now! Click below to hear one of my podcasts about critical manager pitfalls! Do you fall into these common traps?
• 2.
  Your Style is... Coaching

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  Your coaching leadership style means you bring some serious vision to the workplace. Your team looks up to you for your non-stop stream of innovative ideas – just because something worked once, doesn't mean there isn't a better way, right?You make your employees feel valuable by offering them opportunities to share their thoughts. You have no qualms about asking their opinions on choices you've made or are in the process of making – your "office door" is always open.So, what's your hold up? While you're great at listening, you might find it difficult to fully pass over the reins. You could become so committed to your vision that you don't see all the possibilities and end up missing something important.“Coaching is the universal language of change and learning.” CNN3 Quick Tips for Transforming Your Work Environment1) Be Focused and Deliberate in CoachingThe most effective coaches understand when they're coaching skills, strategies, mindset shifts, or all of the above. For example, if you are coaching a salesperson, are you helping them to strengthen their sales ability, e.g., asking great questions (skill), their ability to uncover needs (strategy) or their relationship orientation (a mindset, skill and strategy)? Be clear on your purpose to get quicker results.2) Provide RecognitionRegardless of personality style, everyone values sincere and respectful recognition of their contributions. Get to know your team and the kind of recognition they value most. Know that there is a difference between extrinsic motivators (those that follow good performance, e.g., bonus, gift card, a thank you, etc.) and intrinsic motivators (i.e., being allowed to do what we're best at--our strengths, or autonomy, or achieving mastery, etc.). Use both liberally. ✨🤗💕3) Adjust Your StyleEarly in my career I was focused and direct. Maybe too direct. I needed to engage my team and allow them to fully engage and collaborate to develop their unique skill sets. So, I set out to become more collaborative, adopt a more partnering approach. Until I collaborated on EVERYTHING! Little did I know, the most effective leaders adopt their style to their followers. Great leaders, while consistently using their strengths, also understand employees' unique needs and lead them in an intentional manner. From this place of clarity, my employees soared. And so did I. Be aware of what each employee needs from you, and tailor your approach to meet (and exceed those needs). Who am I? Let Me Introduce MyselfHi there, I’m Cyndi Wentland, MBA, Certified Coach and founder of Intentionaleaders, LLC. If you’re a first-time leader or experienced executive, I've been in your shoes. I founded Intentionaleaders because I know what it feels like to have a career vision or goal...coupled with the uncertainty of how to achieve it. Other than keep working harder, smarter (duh), and well, harder--what are the secret ingredients to achieve those lofty aspirations? And how to tackle all those internal voices, you know the ones...how can I be my authentic self while navigating the varied political or organization cultures I found myself in? Am I doing this right? And if I am, why am I so stressed? Oh, how I longed for a clear path. And a wise, supportive mentor to guide me. Part cheerleader, part kick my ass, part educator--someone to walk beside me give me clarity and focus. Intention.Intentionaleaders is about this path, this partnership, this guidance. To achieve your leadership aspirations, regardless of where you are in your career. New manager? Senior executive? I've been where you are. I've learned the hard lessons; I've taught and coached thousands of leaders. I can help you find your unique path.Extra Resources to Be the Best Leader You Know1) Listen and subscribe to the Intentional Leaders Podcast with Cyndi Wentland. Each week, I'll give you the 3 decades worth of best practices (or the pitfalls of leadership and how to avoid them!). Tools, practices, tips and techniques that work and result in focus, clarity and engagement. Better than a triple latte with an extra shot, they're short, practical and relevant, let's go!🔥2) Want great tips for leading formally or informally each and every month? Check out my monthly interactive workshops for best practices in communication, influence, building credibility, and making an impact. You'll leave energized and upskilled with these 2 hour interactive sessions!3) Check out my 12 week course, The Confident Leader! Explore 6 modules that include the proven, effective strategies to an engaged team. Increase your credibility and influence while achieving results.See you in your inbox soon!Or start learning more now! Click below to hear one of my podcasts that highlights 4 coaching steps. Which do you use?
• 3.
  Your Style is... Supporting

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  Your supporting leadership style means you're all about collaboration. By working together, you know your team can accomplish big, bright things. You don't have to be the star of the show to shine...On top of that, you give your employees space to make important decisions. This makes them feel valuable to your business. And if someone performs highly, you're keen to reward their efforts with more freedom and responsibility.You trust your employees to get the job done, which lets you take a step back from your desk and relax once in a while – and rest assured, you've earned it!"You can have anything you want in life if you just help enough other people get what they want." - Zig Ziglar3 Quick Tips for Transforming Your Work Environment1) Know that Collaboration = ConflictWhen we build an environment of collaboration, we don't always understand that we're also inviting conflict. Disagreements are an important element of building innovative solutions, because everyone on the team should be bringing their unique ideas and experiences to the table. Make sure your team know that conflict is not to be feared, that respectful disagreements about ideas is valued. Then be a good role model and coach for effective conflict resolution. 2) Provide RecognitionRegardless of personality style, everyone values sincere and respectful recognition of their contributions. Get to know your team and the kind of recognition they value most. Know that there is a difference between extrinsic motivators (those that follow good performance, e.g., bonus, gift card, a thank you, etc.) and intrinsic motivators (i.e., being allowed to do what we're best at--our strengths, or autonomy, or achieving mastery, etc.). Use both liberally. ✨🤗💕3) Adjust Your StyleEarly in my career I was focused and direct. Maybe too direct. I needed to engage my team and allow them to fully engage and collaborate to develop their unique skill sets. So, I set out to become more collaborative, adopt a more partnering approach. Until I collaborated on EVERYTHING! Little did I know, the most effective leaders adopt their style to their followers. Great leaders, while consistently using their strengths, also understand employees' unique needs and lead them in an intentional manner. From this place of clarity, my employees soared. And so did I. Be aware of what each employee needs from you, and tailor your approach to meet (and exceed those needs). Who am I? Let Me Introduce MyselfHi there, I’m Cyndi Wentland, MBA, Certified Coach and founder of Intentionaleaders, LLC. If you’re a first-time leader or experienced executive, I've been in your shoes. I founded Intentionaleaders because I know what it feels like to have a career vision or goal...coupled with the uncertainty of how to achieve it. Other than keep working harder, smarter (duh), and well, harder--what are the secret ingredients to achieve those lofty aspirations? And how to tackle all those internal voices, you know the ones...how can I be my authentic self while navigating the varied political or organization cultures I found myself in? Am I doing this right? And if I am, why am I so stressed? Oh, how I longed for a clear path. And a wise, supportive mentor to guide me. Part cheerleader, part kick my ass, part educator--someone to walk beside me give me clarity and focus. Intention.Intentionaleaders is about this path, this partnership, this guidance. To achieve your leadership aspirations, regardless of where you are in your career. New manager? Senior executive? I've been where you are. I've learned the hard lessons; I've taught and coached thousands of leaders. I can help you find your unique path.Extra Resources to Be the Best Leader You Know1) Listen and subscribe to the Intentional Leaders Podcast with Cyndi Wentland. Each week, I'll give you the 3 decades worth of best practices (or the pitfalls of leadership and how to avoid them!). Tools, practices, tips and techniques that work and result in focus, clarity and engagement. Better than a triple latte with an extra shot, they're short, practical and relevant, let's go!🔥2) Want great tips for leading formally or informally each and every month? Check out my monthly interactive workshops for best practices in communication, influence, building credibility, and making an impact. You'll leave energized and upskilled with these 2 hour interactive sessions!3) Check out my 12 week course, The Confident Leader! Explore 6 modules that include the proven, effective strategies to an engaged team. Increase your credibility and influence while achieving results.See you in your inbox soon!Or start learning more now! Click below to hear one of my podcasts that highlights common challenges with a supportive (aka collaborative) style! Do these affect you?
• 4.
  Your Style is... Delegating 

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  Your delegating leadership style means you're happy to step back and let your employees lead the charge... within reason. You assign them tasks with faith they'll come back with something great.You're unlikely to offer more support and guidance than necessary. You have enough responsibilities of your own without micromanaging your team's every move. Knowing this, you're careful to hire folks who deserve your trust and give them in-depth training."It doesn't make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do." - Steve Jobs3 Quick Tips for Transforming Your Work Environment1) Delegation is a Practice and a StrategyDelegation is most effective when there's competence and commitment to a task, responsibility or role. Competence is easier to assess, do they know how to do the job or not? If they are, delegation can be a powerful motivator. With an employee who's overly confident of their skills and ability, the impact of delegation can be fraught with risks (to them, to the organization and to the team). In this case, delegation combined with teaching/mentoring will be your most effective approach. Set them up to be successful in both learning and doing. Hold them accountable for both.2) Provide RecognitionRegardless of personality style, everyone values sincere and respectful recognition of their contributions. Get to know your team and the kind of recognition they value most. Know that there is a difference between extrinsic motivators (those that follow good performance, e.g., bonus, gift card, a thank you, etc.) and intrinsic motivators (i.e., being allowed to do what we're best at--our strengths, or autonomy, or achieving mastery, etc.). Use both liberally. ✨🤗💕3) Adjust Your StyleEarly in my career I was focused and direct. Maybe too direct. I needed to engage my team and allow them to fully engage and collaborate to develop their unique skill sets. So, I set out to become more collaborative, adopt a more partnering approach. Until I collaborated on EVERYTHING! Little did I know, the most effective leaders adopt their style to their followers. Great leaders, while consistently using their strengths, also understand employees' unique needs and lead them in an intentional manner. From this place of clarity, my employees soared. And so did I. Be aware of what each employee needs from you, and tailor your approach to meet (and exceed those needs). Who am I? Let Me Introduce MyselfHi there, I’m Cyndi Wentland, MBA, Certified Coach and founder of Intentionaleaders, LLC. If you’re a first-time leader or experienced executive, I've been in your shoes. I founded Intentionaleaders because I know what it feels like to have a career vision or goal...coupled with the uncertainty of how to achieve it. Other than keep working harder, smarter (duh), and well, harder--what are the secret ingredients to achieve those lofty aspirations? And how to tackle all those internal voices, you know the ones...how can I be my authentic self while navigating the varied political or organization cultures I found myself in? Am I doing this right? And if I am, why am I so stressed? Oh, how I longed for a clear path. And a wise, supportive mentor to guide me. Part cheerleader, part kick my ass, part educator--someone to walk beside me give me clarity and focus. Intention.Intentionaleaders is about this path, this partnership, this guidance. To achieve your leadership aspirations, regardless of where you are in your career. New manager? Senior executive? I've been where you are. I've learned the hard lessons; I've taught and coached thousands of leaders. I can help you find your unique path.Extra Resources to Be the Best Leader You Know1) Listen and subscribe to the Intentional Leaders Podcast with Cyndi Wentland. Each week, I'll give you the 3 decades worth of best practices (or the pitfalls of leadership and how to avoid them!). Tools, practices, tips and techniques that work and result in focus, clarity and engagement. Better than a triple latte with an extra shot, they're short, practical and relevant, let's go!🔥2) Want great tips for leading formally or informally each and every month? Check out my monthly interactive workshops for best practices in communication, influence, building credibility, and making an impact. You'll leave energized and upskilled with these 2 hour interactive sessions!3) Check out my 12 week course, The Confident Leader! Explore 6 modules that include the proven, effective strategies to an engaged team. Increase your credibility and influence while achieving results.See you in your inbox soon!Or start learning more now! Click below to hear one of my podcasts that highlights how tailoring your style to meet the needs of your followers can be a win-win for YOU and your employees!