The Leadership Style Quiz
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Gauge which management style you lean towards.
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Score Your Leadership Style 0 to 5 Coerce & Compel 6 to 10 Wait & See
What Does Your Style Mean?
Your Leadership Style suggests that whenever you do not effectively hold someone accountable, you probably make a mistake either of forcing things to happen (Coerce & Compel) or by taking too little action to follow up (Wait & See).
Both styles incorporate certain strengths:
Coerce & Compel Wait & See Takes action and steps in when things go wrong Strongly supports people Exercises persistence in follow-up Emphasizes giving people freedom to succeed or fail Doesn’t give up easily Places a lot of trust in others Ensures frequent, regular reporting Steps in with great caution Communicates high expectations Builds strong loyalty and support in others Stays focused on the task at hand Thoroughly thinks through intervention before acting
On the other hand, both styles also display aggravating weaknesses, weaknesses that will, sooner or later, get you into trouble:
Coerce & Compel Wait & See Intimidates others Avoids a proactive approach Overreacts to bad news Strikes people as disengaged Tends to “force” things to happen Makes false assumptions that things are happening Willingly sacrifices relationships Does not follow up often enough Resists a people-oriented approach Tends to err on the side of not intervening Lacks sufficient trust in others Sets low expectations
Your particular style, which reflects your basic personality, greatly influences how you go about holding others accountable. In fact, few other traits make as much of a difference when it comes to getting things done through others.
Acknowledging and understanding your Leadership Style marks the best beginning for your journey as a leader. You can adjust your actions in a way that will put you at a more optimal point on the continuum. We label that point on the continuum the “Positive, Principled Way” and consider it the perfect blend of strengths from both Leadership Styles.
In the middle of the continuum, you will find a more thoughtful, more deliberate, and more methodical approach to holding others accountable.
Remember, too, that you often need to adjust your Leadership Style depending on the situation and the person you’re interacting with. Some people tend to need an extra push to get them heading in the right direction. Others need a lot of space and time to create and perform.
Where do you fall on the continuum?
If you do not score a clear majority in one or the other style, then you probably spend some time doing both. However, since we all tend toward one of the styles, you could gain greater insight into your style by getting some feedback from people who know you well and will be honest with you.
Click the button below to register for our free webinar and discover how to hold others accountable the positive, principled way.
1) I often find myself waiting for people to report back.
2) I often find myself wondering if people are doing what I asked them to do.
3) People can feel I am pretty easygoing when they don’t follow through.
4) I freely hand off tasks without a lot of follow-up, trusting that people will get it done.
5) I often assume, without checking to see if it is accurate, that people are doing what I asked.
6) I frequently find myself reprimanding people for not doing what they say they will do.
7) I can be a little intimidating to others when they miss their deadlines.
8) I am pretty relentless in my follow-up of others to make sure they deliver on the expectations I have of them.
9) People often feel that I expect too much of them.
10) Frequently, I have to “chase” people down to get a status report.