Leadership Style Self-Assessment Tool

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Introduction

This self-assessment is designed to help you identify your natural leadership tendencies and develop greater style flexibility. Understanding your default approach is the first step toward becoming a more adaptable, effective leader.

Instructions:

1. Answer each question honestly based on how you typically behave, not how you think you should behave

2. Score each statement from 1-5 (1 = Strongly Disagree, 5 = Strongly Agree)

3. Add your scores in each section to determine your primary and secondary styles

4. Use the interpretation guide and development recommendations to create your action plan

Part 1: Leadership Style Assessment

Section A: Directive Style

Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree):

1. I prefer to make decisions quickly and independently. _____

2. I believe clear instructions and expectations lead to the best results. _____

3. When problems arise, I typically provide specific solutions rather than asking for input. _____

4. I closely monitor team performance against established standards. _____

5. In meetings, I usually have a structured agenda that I control. _____

6. I believe my role as a leader is to provide clear direction and ensure compliance. _____

Section A Total: _____

Section B: Collaborative Style

Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree):

1. I regularly seek input from team members before making significant decisions. _____

2. I believe the best solutions come from group discussion and consensus. _____

3. When problems arise, I typically bring the team together to develop solutions. _____

4. I encourage open dialogue and differing perspectives in team meetings. _____

5. I'm comfortable adjusting plans based on team feedback. _____

6. I believe my role as a leader is to facilitate collaboration and shared ownership. _____

Section B Total: _____

Section C: Coaching Style

Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree):

1. I regularly provide developmental feedback to help team members improve. _____

2. I ask questions that help team members develop their own solutions. _____

3. When problems arise, I see them as opportunities for team members to learn and grow. _____

4. I make time for one-on-one development conversations with my team. _____

5. I delegate challenging tasks specifically to build team members' capabilities. _____

6. I believe my role as a leader is to develop people and build long-term capability. _____

Section C Total: _____

Section D: Supporting Style

Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree):

1. I focus primarily on removing obstacles so my team can succeed. _____

2. I give team members significant autonomy in how they accomplish their work. _____

3. When problems arise, I provide resources but let the team determine solutions. _____

4. I encourage team members to take the lead in meetings and projects. _____

5. I'm comfortable with team members making decisions without my direct involvement. _____

6. I believe my role as a leader is to empower others and provide necessary support. _____

Section D Total: _____

Part 2: Situational Adaptability Assessment

Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree):

1. I consciously adjust my leadership approach based on the situation. _____

2. I use different leadership styles with different team members based on their needs. _____

3. I can shift from collaborative to directive approaches when urgency demands it. _____

4. I'm comfortable using styles that don't come naturally to me when the situation requires it. _____

5. I regularly reflect on whether my leadership approach is appropriate for each situation. _____

Adaptability Total: _____

Part 3: Style Profile Interpretation

Scoring Interpretation:

• 24-30: Very strong preference

• 18-23: Moderate preference

• 12-17: Slight preference

• 6-11: Limited preference

Your Style Profile:

• Directive Style Score: _____

• Collaborative Style Score: _____

• Coaching Style Score: _____

• Supporting Style Score: _____

• Adaptability Score: _____

Your highest score indicates your primary leadership style. Your second-highest score represents your secondary style. The gap between your highest and lowest style scores indicates your current leadership range.

Adaptability Interpretation:

• 21-25: Highly adaptable

• 16-20: Moderately adaptable

• 11-15: Developing adaptability

• 5-10: Limited adaptability

Part 4: Situation-Based Recommendations

For Primarily Directive Leaders:

Leverage your style when:

• Safety incidents occur

• Quality issues require immediate correction

• Communicating non-negotiable requirements

• Onboarding new team members

• Managing crisis situations

Develop complementary styles for:

• Process improvement initiatives

• Building team ownership and engagement

• Developing team member capabilities

• Encouraging innovation and creative solutions

• Building sustainable team performance

Development tips:

1. Practice asking open-ended questions before providing solutions

2. Count to five after asking a question to allow others time to respond

3. Explicitly invite disagreement and alternative perspectives

4. Schedule regular one-on-one development conversations

5. Start team meetings by asking for input before sharing your views

For Primarily Collaborative Leaders:

Leverage your style when:

• Designing process improvements

• Building team buy-in for changes

• Working across departments

• Solving complex, multifaceted problems

• Developing strategies and goals

Develop complementary styles for:

• Urgent situations requiring quick decisions

• Crisis management

• Performance issues requiring clear direction

• Situations with non-negotiable requirements

• When team discussions become unproductive

Development tips:

1. Practice making decisions without consensus when appropriate

2. Set clear boundaries about which aspects are open for discussion vs. non-negotiable

3. Improve your comfort with direct feedback

4. Develop phrases for decisively ending unproductive discussions

5. Create personal triggers for when to shift to a more directive approach

For Primarily Coaching Leaders:

Leverage your style when:

• Developing team capabilities

• Addressing skill gaps

• Building future leaders

• Creating long-term performance improvement

• Helping team members work through challenges

Develop complementary styles for:

• Situations requiring immediate performance

• Crisis management

• Working with resistant team members

• When clear direction is needed

• Time-sensitive deliverables

Development tips:

1. Practice giving direct instructions when time is limited

2. Develop comfort with taking control in urgent situations

3. Balance development focus with clear performance expectations

4. Create structures for team input when collaborative approaches are needed

5. Recognize when team members need support rather than development

For Primarily Supporting Leaders:

Leverage your style when:

• Working with highly experienced teams

• Encouraging innovation and ownership

• Developing autonomous leaders

• Building engagement and motivation

• Sustaining high performance

Develop complementary styles for:

• New team members needing direction

• Underperforming team members

• Crisis situations

• When team alignment is crucial

• Implementing standardized processes

Development tips:

1. Practice providing more structured guidance when needed

2. Develop comfort with more hands-on monitoring in critical situations

3. Clearly communicate expectations rather than assuming understanding

4. Create frameworks for collaborative decision-making

5. Recognize when empowerment is creating uncertainty

Part 5: Creating Your Development Plan

Based on your assessment results, create a targeted development plan using the template below:

Primary Style: _________________
Secondary Style: _________________
Development Focus Style: _________________

Specific situations where I should practice my development focus style:

1. ---

2. ---

3. ---

Success metrics for each situation:

---

---

---

Potential obstacles and solutions:

1. Obstacle: _________________ Solution: _________________

2. Obstacle: _________________ Solution: _________________

Resources and support needed:

1. ---

2. ---

Weekly reflection questions:

1. When did I successfully use my development focus style?

2. What impact did this have compared to my primary style?

3. What felt uncomfortable, and how can I address this?

4. What will I try differently next week?

Remember that developing leadership style flexibility is an ongoing journey. Regular practice, reflection, and adjustment will help you expand your leadership range over time.