Situational Leadership Self Assessment
Situational Leadership Self Assessment Quiz
Take the Situational Leadership Self Assessment quiz to evaluate your leadership style and effectiveness in various group scenarios. This quiz will help you understand how best to support and guide your team in different situations.
- Identify your leadership strengths
- Discover areas for improvement
- Enhance your skills in team dynamics
Your group is not responding lately to your friendly conversation and obvious concern for their welfare. Their performance is declining rapidly.
Emphasize the use of uniform procedures and the necessity for task accomplishment.
Make yourself available for discussion but do not push your involvement.
Talk with them and then set goals.
Intentionally do not intervene.
The observable performance of your group is increasing. You have been making sure that all members were aware of their responsibilities and expected standards of performance.
Engage in friendly interaction, but continue to make sure that all members are aware of their responsibilities and expected standards of performance.
Take no definite action.
Do what you can to make the group feel important and involved.
Emphasize the importance of deadlines and tasks.
Members of your group are unable to solve a problem themselves. You have normally left them alone. Group performance and interpersonal relations have been good.
Work with the group and together engage in program solving.
Let the group work it out.
Act quickly and firmly to correct and redirect.
Encourage the group to work on the problem and be supportive of their efforts.
You are considering a change. Your group has a fine record of accomplishment. They respect the need for change.
Allow group involvement in developing the change, but do not be too directive.
Announce changes and them implement with close supervision.
Allow the group to formulate its own directive.
Incorporate group recommendations, but you direct the change.
The performance of your group has been dropping during the last few months. Members have been unconcerned with meeting objectives. Redefining roles and responsibilities has helped it the past. They have continually needed reminding to have their tasks done on time.
Allow the group to formulate its own direction.
Incorporate group recommendations, but see that objectives are met.
Redefine roles and responsibilities and supervise carefully.
Allow group involvement in determining roles and responsibilities but do not be too directive.
You stepped into an efficiently run group. The previous leader tightly controlled the situation. You want to maintain a productive situation, but would like to begin having more time building interpersonal relationships among members.
Do what you can do to make the group feel important and involved.
Emphasize the importance of deadlines and tasks.
Intentionally do not intervene.
Get the group involved in decision-making, but see that objectives are met.
You are considering changing to a structure that will be new to your group. Members of the group have made suggestions about needed change. The group has been productive and demonstrated flexibility.
Define the change and supervise carefully.
Participate with the group in developing the change but allow members to organize the implementation.
Be willing to make changes as recommended, but maintain control of the implementation.
Be supportive in discussing the situation with the group but not too directive.
Group performance and interpersonal relations are good. You feel somewhat unsure about your lack of direction in the group.
Leave the group alone.
Discuss the situation with the group and then you initiate necessary changes.
Redefine goals and supervise carefully.
Allow group involvement in setting goal, but don’t push.
You have been appointed to give leadership to a study group that is far overdue in making requested recommendations for change. The group is not clear on its goals. Attendance at sessions has been poor. Their meetings have turned into social gatherings. Potentially they have the talent necessary to help.
Let the group work out its problems.
Incorporate group recommendations, but see that objectives are met.
Redefine goals and supervise carefully.
Allow group involvement in setting goals, but do not push.
Your group, usually able to take responsibility, is not responding to your recent redefining of job responsibilities as a result of one member leaving the city.
Allow group involvement in redefining standards but don’t take control.
Redefine standards and supervise carefully.
Avoid confrontation by not applying pressure, leave situation alone.
Incorporate group recommendations, but see that new job responsibilities are met.
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At CV, one of our leadership competencies is being able to manage others in a style that suits the situation. This is called Situational Leadership.
This is assessment is designed to help you identify which situational leadership style you are most likely to default to.
Along the way, you will learn what the four styles are and why they are important.
This is not an evaluation test that will have bearing on your job or position; instead, it is created to inform and educate you on what is an important skill (competency) to possess as a leader at CV
If you have any questions about this quiz, please email davidtensen@cvglobal.co
This 10 minute video will give you an idea of the Hersey & Blanchard model of Situational Leadership that we will be using to understand and assess your situational leadership style.
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