What Is Your Preferred Leadership Style?
This test is not a measurement of your leadership ability but your leadership style preference.
The result can be used for describing your past, present and future leadership characteristics.
Please do not skip any question and choose the closest option to your preferred style.
- 1.
To improve your team's performance, you would
- A.
Give the team a short term but realistic target to work on
- B.
Highlight how each team member strengths can complement another member weaknesses
- C.
Use data of past performances to identify trends and discuss with team on how they can improve
- D.
Encourage the team to experiment more new ideas to have quantum improvements
- E.
Copy other successful teams' strategies as much as possible
- F.
Focus on external competition and rally team members to work together as one
Rate this question:
-
- 2.
In coping with less resources as a team, you would
- A.
Identify the most costly resources and remove them as much as possible
- B.
Ask for consensus from the team & stakeholders on which resources to keep or discard
- C.
Analyze the effectiveness of each resource and streamline the processes based on the data predictions
- D.
Think of new ways of doing the task and acquire the 'right' type of resources required
- E.
Rank the resources based on recent performances and eliminate the most inefficient ones
- F.
Get the team to maximize the main resources by recycling, reinventing and monetizing them
Rate this question:
-
- 3.
In dealing with team members who performed below expectations, you would
- A.
Tell them the consequences in the long run but instill short term targets
- B.
Have a heart to heart talk with each team member on their challenges, personally coach them and request for support from management for later review
- C.
Find out the main causes of the poor performances via data and troubleshoot with the affected team members
- D.
Tell them that you are willing to put past performances aside and encourage them to try out new ideas to improve outcomes
- E.
Double the reward & penalty system system
- F.
Recruit new members to the team or request for internal transfers to raise the competitiveness of the team and exit the poor performers eventually
Rate this question:
-
- 4.
When combining several different functions into a single operational system, you would
- A.
Identify the overlapping areas and get the key functional personnels to streamline the processes
- B.
Facilitate dialogue sessions amongst the 3 groups and vote for the most popular approach
- C.
Breakdown each stage of processes for analysis before recommending your solutions for team to validate
- D.
Paint a grand picture on the system and get the teams to propose several implementation options before you decide
- E.
Weigh the importance of the 3 functions and organize the resources around the most important function
- F.
Create a platform for continuous exchange of ideas and elect volunteers to take actions on the feedback
Rate this question:
-
- 5.
When resolving conflicts between 2 team members, you would
- A.
Tell them to stop the dispute immediately and if they don't would have to face the direct consequences
- B.
Listen to individual justification of the situation, counsel them before calling for a meeting to voice out their unhappiness and help them reach an agreement
- C.
Gather as much info about the disagreements including 3rd parties who are related, call for a meeting to present the facts and recommend the possible solutions
- D.
Treat it as part & parcel of team dynamics and organize team bonding activities to strengthen their teamwork
- E.
Record down the details of each disputed incident. Align each incident to the company protocol and send an official warning to members who do not comply in future
- F.
Evaluate the severity of the dispute before requesting for a neutral party to mediate eg. HR if unresolved
Rate this question:
-
- 6.
In managing un-cooperative cross dept project members, you would
- A.
Minimize their involvement and go for the quickest way to complete the project
- B.
Find out their concerns and decide on a compromised approach that is agreeable to them
- C.
Present the facts & figures to the team members, get them to discuss and derive a suitable method
- D.
Help the team members to visualize a common goal and encourage them to strive towards it
- E.
Get team members to follow the management guidelines and work out a detailed plan that can minimize any potential mistake
- F.
Nominate mentors and asked them to share the team milestones publicly
Rate this question:
-
- 7.
In motivating team morale during structural changes, you would
- A.
Share the negative consequences if the team fail to adapt to new structure quick enough
- B.
Listen to their concerns and counsel them to think positively by sharing your own experiences
- C.
Find out the reason for poor morale via survey, share the results with the team and get them to elaborate on the trend before providing recommendations
- D.
Tell the team on the potential opportunities in the new structure and encourage make use of the new environment for personal changes
- E.
Map out the changes in a timeline and share what each role would need to accomplish before moving on
- F.
Bring in a motivational speaker and showcase successful companies who have survived major restructuring
Rate this question:
-
- 8.
When you are asked to lead a team in a competition, you would
- A.
Set a goal that is based on past achievements and mainly focus on the mastering the skills that were required for the competition
- B.
Look into how the competition would benefit the team members both individually and collectively and share with them these benefits
- C.
Identify the skills gap of the team and formulate both an individual and team game plans
- D.
Share a grand vision for participating in the competition and tell the team members to enjoy the process of competing instead of thinking about the pressure
- E.
Provide a detailed plan on training with standardize rules to execute in the competition and devise a comprehensive reward system for winning
- F.
Amplify the importance of the competition for their own survival and prepare the team on how to they can capitalize on the opponents weaknesses to maximize
Rate this question:
-
- 9.
When managing an erratic but performing employee, you would
- A.
Communicate the consequences of the employee's actions, tell him/her the expected behaviour within a time frame to improve
- B.
Find out what causes the employee's behaviours through an one to one dialogue and try to help him/her overcome the stress factors through regular guidance
- C.
Gather as much evidences of the erratic behaviours yourself and ask for justification before deciding further
- D.
Get the employee to think of where he/she can fit in. if unable to do so, help him find it elsewhere
- E.
Show a detailed record of the employee's erratic behaviours and suggest a corrective action for each behaviour. Any incompliance would result in a penalty
- F.
Ask the employee to assess his/her own behaviours and he/she suggest what kind of action to be taken before potentially escalating it up to the management
Rate this question:
-
- 10.
When you have to appraise the ranking of all the members in a well performing team, you would based primarily on
- A.
Efficiency
- B.
The level of improvement
- C.
Accumulations of the achievements and mistakes
- D.
The amount of creative contributions
- E.
Strictly on the organization's criteria
- F.
The leadership quality displayed
Rate this question:
-
- 11.
When you have made a wrong judgement, you would
- A.
Admit your mistake and move on as quickly as possible
- B.
Apologize for any inconvenience it has caused others and try to compensate for it
- C.
Analyze where it went wrong and justify to the team how challenging the process was
- D.
Dramatized the decision making experience and advocate that it was an opportunity to try something out
- E.
Deny the mistake and push the responsibilities to the faults of the system
- F.
Get the team members to share on their perspectives of your mistake and how to avoid repeating it collectively
Rate this question:
-
- 12.
When defending your leadership style against your peers' criticism, you would
- A.
Ignore their comments
- B.
Try your best to be nice to them in order to reduce their opposition over time
- C.
Consolidate the areas that you have played by the rules and invite the other managers to a debate in presenting their cases
- D.
Laugh it off and put the spotlight on them on how they have played by the fairness rules but at some detrimental expense
- E.
Check with higher authorities for consent before making further changes
- F.
Appear to back down from your approach but meanwhile asked for reinforcement from stakeholders to support your position
Rate this question:
-
Quiz Review Timeline +
Our quizzes are rigorously reviewed, monitored and continuously updated by our expert board to maintain accuracy, relevance, and timeliness.
-
Current Version
-
Mar 21, 2022Quiz Edited by
ProProfs Editorial Team -
Jan 04, 2017Quiz Created by
Seng Kwong
Back to top