A surprise entry into the top 3, this free leadership self-assessment tool is from the UK National Health Service. The leadership framework on which the tool is structured is robust and the questionnaire has well designed, thoughtful questions. These next 3 free leadership self-assessment tools focus less on core competencies of leadership, and more on defining your leadership style.
This is also a PDF download, it helps you assess your dominant decision-making style. Another self-assessment based on a book: Your Leadership Legacy. This self-assessment all happens in the browser. The report defines your leadership style as one of the following:. You must stay in the browser to read about the different leadership styles. Again, it all happens in the browser and no demographic information required you have to provide your email at the end, to get the results.
The questions are interesting, more abstract in nature. I found them quite difficult to answer, but they may resonate with you.
You might want to jump directly to this is the companion article: Making yourself indispensable. Read this article to find out more about the 10 principles of servant leadership: The 10 Principles of Servant Leadership. Liden, R. Zhao, H.
Servant Leadership: Development of a multidimensional measure and multi-level assessment. Leadership Quarterly, 19, Skip to content. Servant Leadership Questionnaire Self-Assessment. Servant Leadership Questionnaire Structure. If your direct reports and colleagues were asked to share one negative aspect of your leadership style, they would say:.
You struggle in situations where you are required to deliver criticism or reproach. You often try to teach others but are unable to recognize when your team or colleagues have something useful to teach you. Your unwillingness to make executive decisions when necessary tends to slow down projects. Your style of communication can, at times, come off as harsh and insensitive. Your style of communication can, at times, come off as verbose and flowery. Question 5. Which of these do you feel is a more effective motivator?
Question 6. Which of the following statements accurately describes how you like to manage a project? I give my team a lot of leeway to manage and execute their individual tasks and responsibilities.
I think autonomy and ownership are useful ways to build up a strong team. I like to model work for my team before I delegate. It's important to me that they have a good sense of my expectations of their work. I prefer that most responsibilities and tasks be shared among the team. I feel that our work is more impactful when it is done around the conference room table rather than sitting in our cubicles.
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