<div> <div style="padding-bottom: 5px;"><img class="img-auto" style="min-width: 100px; display: block; margin-left: auto; margin-right: auto;" src="https://www.quiz-maker.com/3012/CDN/99-4891283/dh-white-logo-light-grey-3---orange-o.png" alt="" width="100%" /></div> </div> <div><span style="font-size: 18pt; font-family: arial, helvetica, sans-serif;">What kind of Manager are you?</span></div> | Take the Quiz

In each of the scenarios presented in the following questions, choose the answer that is most true for you for each of the following situations.

Remember that there are no right answers, only the answer that reflects the way you would respond in the situation described (or similar).

There are 10 questions in total and it should take you no longer than 5 minutes to do the quiz.

Enjoy!

In each of the scenarios presented in the following questions, choose the answer that is most true for you for each of the following situations.

Remember that there are no right answers, only the answer that reflects the way you would respond in the situation described (or similar).

There are 10 questions in total and it should take you no longer than 5 minutes to do the quiz.

Enjoy!

What gives you the most satisfaction as a manager?

My team completes their work according to my instructions

My team delivers accurately and on time

My team members involve me in their life – both at work and outside of work

My team gets on with their work even when I’m not around

A staff member asks to leave work early to attend his good friend’s birthday party and you’re in the middle of an important project. How do you respond?

"When you’ve finished your work, you can go."

"No way – we’re in the middle of the project. You can leave at the end of the day."

"Ok go, but when you’re finished come back. We’ll be working till late."

"Ok go, but take your laptop with you and make sure you finish what you need to do by the end of the day."

A staff member gave a presentation to a client and made an error in the pricing of the product. What do you do?

Correct the mistake on the spot and discuss the implications and consequences with the staff member later

It’s probably because I didn’t check the presentation before it went to the client. This will not happen again because I’ll make sure to do the checks.

Say something in the moment that gives everyone a good feeling. Your staff member probably feels bad enough already. He won’t make the same mistake again.

I wasn't at the meeting but my staff member told me about the error when he returned. He corrected the error and informed the client. All’s good.

By mistake, you sent an email with your team’s salary details to the entire company (instead of HR). How do you handle it?

Dash to IT and demand that they delete the email immediately.

Panic and quickly try to recall the email.

Feel bad about it and send out an apology mail. You know that if anyone has an issue, they will talk to you about it

Try to recall the mail and then leave work. You can't face people at the moment.

You keep getting complaints about a particular staff member from your clients. You’ve had a few conversations with him about it and there has been no improvement. What do you do?

Begin the process to dismiss him

Have a formal performance meeting with him, showing him a report of the client complaints and the feedback you’ve already given him. You decide on an action plan to improve his performance with deadlines and consequences..

You know he’s going through some personal issues and that he really needs this job, so you reassign him to a role that isn't client facing.

Assign another team member to supervise him and keep close tabs on his performance, last chance

Your team leader has found another job and wants to leave without serving the required 2 week notice period. How do you respond?

He can leave, I’ll manage without him.

Its against company policy, he has to stay until the end of his notice period.

Try to convince him to fulfil his obligation and lay on the guilt. If that doesn’t work, he can go.

Inform him that he has to stay at least until he does a proper handover, inform HR and let them handle it.

What would you do for the end-of-year party for your team?

Check the budget and decide on something appropriate that can be done over lunch.

You don’t love parties. If you could decide, you'd prefer to give each team member a voucher to spend as they wish.

Take the team out to lunch and give them the rest of the afternoon off

Ask one of the team members to arrange the party. You really don’t mind what they decide.

It was a tough year for the company and there won’t be bonuses paid at the end of the year. How will you inform your team?

Explain that a business pays bonuses when results have been good and that’s why no bonuses will be paid this year.

Show the team a detailed analysis of the company results to explain the reasons behind not receiving bonuses

Explain that no-one is getting bonuses, not even the CEO, but hopefully through team work and extra effort on everybody’s part, results will improve and bonuses will be paid next year.

Write an email with a brief explanation of the challenges the company faced over the last year and inform them that there will be no bonuses this year

A new project with tight deadlines has come in and you need to delegate the work to your team. How will you do this?

Have a team meeting, hand out tasks and deadlines to each team member. You ask for an update every 3 days.

Because of the tight deadlines, you sit with each team member individually explaining their talks and continue to check in and monitor progress daily until the deadline

Call a team meeting and together decide who does what based on people’s strengths and preferences. This is a team effort with team responsibilities.

Write an email to the team explaining the project and let them decide who does what. They need to work as a team and inform you how they’re getting on. You’ll guide them along the way as and when needed.

Two team members can’t agree on how to proceed with a project they’re working on together. They don’t seem to solve the disagreement and you get to hear about it. What do you do?

Call them to your office, tell them how they should proceed and send them on their way

Stay as far away as possible. They must learn to solve their own problems, as long as the work gets done in the end.

Invite them to your office, listen to each of their points of view and help them find a way to a solution together

When you bump into them, you encourage them by saying something like, “I’m sure you can work this out. We’re all in this together and you’ll only succeed if you can work as a team.”

As a manager, what is most important to you that your team achieves?

Results, of course, based on the targets and timelines we established at the outset

Results, based on the measures we determined and following correct procedures that adhere to company guidelines

Results and teamwork through a collaborative work environment

Results that align with strategic objectives and take into account the ever-changing nature of our work environment.

What kind of Manager are you?

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