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.
Discover Your Situational Leadership Style
This quiz helps you identify your default leadership style based on the Situational Leadership model developed by Hersey & Blanchard. Understanding your leadership approach can enhance your effectiveness in managing different team dynamics.
- Assess your response to various leadership situations.
- Learn about the four distinct styles of situational leadership.
- Receive insights that can guide your development as a leader.
Situation 1:
Your group is not responding lately to your friendly conversation and obvious concern for their welfare. Their performance is declining rapidly.
What do you do? Please choose ONE of the options below.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.
You are considering a change. Your group has a fine record of accomplishment. They respect the need for 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.
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.
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.
Group performance and interpersonal relations are good. You feel somewhat unsure about your lack of direction in the group.
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.
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.
You have been promoted to a leadership position. The previous leader was involved in the affairs of the group. The group has adequately handled its tasks and direction. Interpersonal relationships in the group are good.
Recent information indicates some internal difficulties among group members. The group has a remarkable record of accomplishment. Members have effectively maintained long range goals. The have worked in harmony for the past year. All are well qualified for the tasks.
