What’s Your Role? Team members may exhibit leadership behavior, or assume leadership functions at different times, based on a matching of the situation, the needs and their abilities or preferences. This questionnaire is a tool for introspection, to help you think about what your own leadership behavioral abilities and preferences.
The activity can be done as an individual or, in the future, executed as a team to allow the overlay of several profiles. The result will help determine if adjustments to team roles may be beneficial. To try an individual analysis, click on the following link: Start What’s Your Role.
The activity translates the answers from a list of 30 multiple choice questions into 6 behavior categories. No one behavior is more important than any other – they depend on the situation, and all complement and balance each other. Appreciate your own leadership abilities, and identify others in your organisation or team who may be strong in those behavioral qualities where you are weak. If you are dissatisfied with the results, remember that this is only a tool for introspection, not the final absolute truth. It is indicative and based on self-scoring bias and your own interpretation of each question.
Description of Leadership Preferences
- Visualizes and communicates future possibilities
- Contagious enthusiasm and passion
- Risk Taker. Pushes the boundaries of what’s possible
- May lose patience with policies, procedures, rules
- Strongest in early stages of project or goal formation
- Relatively unconcerned about personal risks.
- As time passes, may lose interest and turns attention to next possibility – This may frustrate other team members who have become dependent on this person’s vision, enthusiasm or charisma
- Breaks down visions and large aims into discrete steps or phases
- Insight and focus to work out ways of achieving the vision, the “how”
- Good at drafting plans and persuading others to accept the plan
- Able to generate alternative courses of action and evaluate pro’s and cons of each
- Anticipates and plans for contingencies
- At times, may be perceived as being too analytical, wasting too much time with planning and anticipating every contingency
- Good at managing tasks and people
- Good planning and problem solving skills
- Ability to delegate, organize, follow-through and complete projects on time
- These are the “implementers” – who get things done
- May lose patience with the pioneers who dream up the impossible, or revise the goals, or with the strategist, who continually wants to conceptualise or strategize before acting
- Pioneers and strategist may perceive this person to not see the “forest” for the “trees”
- Facilitates working together of different people, organizations or departments
- Likes working with others on a collegial basis and trusts them implicitly
- Sees himself/herself as serving the overarching goals of the team
- Adept at facilitating both the task and process elements of teams
- Moderates conflict, able to reconcile different points of view
- May feel under appreciated by pioneering, strategic or technical team members
- These are the “People people”
- Likes being around others and finds their experience or life interesting.
- Cares about the health and well-being of other people
- Finds that others confide in him/her their feelings, relationships, conflicts, insecurities, etc.
- Looks for opportunities to celebrate or socialize as a group
- May feel “unseen” or under appreciated by others who are more technical, task-oriented or strategic
- Teacher, trainer, coach, cheerleader
- Good at persuading and motivating others
- Easily and naturally identifies other people’s abilities, gifts, feelings, motivations
- Say just the right thing at the right time. Knows when to challenge and when to support, when to coach and when to give space
- Usually has an optimistic and positive orientation
- At times, others may lose patience with this person if they are not seen as involved in the implementation — sometimes people expect more than just encouragement