Leadership Quiz - Achieve Intelligence

Welcome to our Leadership Quiz

This quiz is designed to help you discover your unique leadership style and understand how different approaches can impact various situations.

Throughout the quiz, you'll encounter a series of scenarios that reflect common challenges faced by leaders. Your task is to select the response that best represents how you would act in each situation. There are no right or wrong answers—this is about understanding your natural instincts and preferences as a leader.

There is no time limit so please take your time with each question. Reflect on your past experiences and how they have shaped your approach to leadership.

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Imagine your team

We would like you to start by imagining a group you've worked with before—whether it's a team from your workplace, a volunteer group, or any other collective where you've had a leadership role.

Group Capability

Start by evaluating the group's overall capability based on their experience, skills, and knowledge relevant to the tasks they performed. It’s helpful to start with a baseline—consider giving the group a rating of 1 to begin with and then adjusting upwards as you factor in their qualifications, training, and practical experience. Ask yourself: did they have the right skills? How effective were they in fulfilling their responsibilities? Use a scale from 1 to 10 to assess their capability, where:

1 indicates "minimal capability, with noticeable gaps in experience, skill, or knowledge."
10 indicates "exceptional capability, with extensive experience, skill, and knowledge."

Group Confidence

Next, rate the group's overall confidence, thinking about their belief in the task's purpose and their own self-belief in being able to achieve it. As with capability, you might want to begin at 1 and then raise the score based on factors like their enthusiasm, alignment with the group’s mission, or their past successes. Use the same 1 to 10 scale:

1 means "very little confidence in the purpose or their own ability."
10 means "absolute confidence in both the purpose and their capacity to achieve it."

You have just taken over or formed your group, their initial performance is good. You wish to establish a shared vision and define the strategic direction that will align with both the organisation's objectives and the team's strengths. Do you:

Facilitate a series of collaborative sessions where group members contribute their ideas and insights. Provide guidance on aligning their contributions with the organisation’s objectives, while also offering constructive feedback to help them refine their suggestions.

Involve the group in the process of crafting a shared vision statement by facilitating discussions and encouraging them to express their thoughts and ideas. Provide encouragement and support throughout the process, but allow the team to steer the discussion.

Identify a capable and confident group member (or a small subset) and give them the responsibility of developing a strategic vision that aligns with the organisation’s objectives. Empower them to make decisions and execute the plan, while you offer minimal guidance and trust in their ability to deliver.

Organise a workshop where you clearly outline the organisation’s objectives and provide instructions on how the group can contribute to these goals. Break down the strategic direction into tasks and assign specific roles to each group member, ensuring that everyone understands their part.

Recent information highlights some internal conflicts among your group members. Nevertheless, the group has a commendable history of performance and cohesion. They have worked well together over the past year, with all members being highly competent in their roles. Do you:

Organise workshops focused on improving group dynamics and resolving internal conflicts. Provide guidance on effective communication techniques and encourage team members to share their perspectives and solutions.

Develop a plan to address the internal conflicts your group is facing. Create guidelines and instructions for resolving these issues and monitor the implementation.

Create an autonomous task force within the group, responsible for addressing a specific internal conflict. Allow this task force to develop and implement its own strategies for resolution.

Organise team-building activities that emphasise collaboration and team cohesion. Use the activities as an opportunity to recognise and celebrate team performance as a whole.

Your team is facing an increasing workload with no additional resources. Despite the team's strong past performance, they are now showing signs of stress and decreased productivity. Do you:

Provide ongoing, structured training on self-management, time management and effective prioritisation, allowing team members to take greater control of their workload.

Encourage the team to independently reorganise their workload and schedules to handle the increase. Consider the frequency of your typical team engagement to recognise signs of burnout early.

Clearly define priorities and set specific, achievable goals. Assign tasks with detailed instructions, closely monitor progress, to ensure the workload is managed effectively.

Implement regular check-ins to assess progress and offer support as needed. Encourage team members to share ideas on how to streamline processes and improve efficiency.

A sudden unplanned budget cut has affected the resources available to your team. You need to reallocate responsibilities and potentially reduce the scope of some projects.

Hold discussions to involve the team in decision-making about where cuts can be made with the least impact. Guide them in making tough decisions.

Steer the team to make their own decisions about resource reallocation, trusting them to balance the needs of the projects with the available resources.

Have the team focus on the most critical projects and reduce or eliminate lower-priority tasks. Provide clear instructions on reallocating resources.

Engage the team in problem-solving to find innovative ways to work within the new budget constraints, encouraging collaboration and creative thinking.

The team is struggling to solve a complex problem that requires collaboration across departments. Despite good individual performance, the collective effort is falling short. Do you:

Foster a collaborative environment by encouraging departments to work together on shared goals. Promote initiatives that build trust and cooperation between teams.

Facilitate regular interdepartmental meetings to share progress and address challenges. Instruct team members on effective collaboration and communication strategies.

Assign the responsibility of managing interdepartmental collaboration to a capable team member, allowing them to develop strategies for effective teamwork.

Set up clear roles and responsibilities for each team member in the collaboration. Provide explicit instructions on how to approach interdepartmental communication.

You have made a recent change to the team, adding a new member who brings a different skill set but is having difficulty integrating with the existing group. Do you:

Outline specific integration steps and personal objectives for the new member. Provide clear expectations and integration instructions to the team and monitor their progress.

Encourage team building activities that allow the new member to connect with others on a personal level. Acknowledge and highlight the new member’s contributions.

Organise sessions where team members can learn about each other’s strengths and work styles. Give feedback to help the new member integrate into the team.

Assign a mentor to naturally integrate the new member by encouraging them to take on responsibilities and participate in decision-making, fostering a sense of team cohesion.

The roles within your team have become stagnant, and there is a noticeable decrease in motivation. You need to revitalise the team by adjusting roles and responsibilities. Do you:

Involve the team in the process of redefining roles. Encourage them to take on new challenges and step out of their comfort zones.

Discuss potential new roles with each team member and align their interests and strengths with new responsibilities. Provide guidance as they transition.

Review the roles and identify sources of reduced motivation. Impliment changes within the team to foster a new dynamic. Establish metrics and monitor their progress closely.

Empower the team to revise its roles and responsibilities to address the stagnation. Trusting that members will take ownership of their transistion and performance in these roles.

The organisation is undergoing a restructure, and your team is uncertain about their future roles. There is growing anxiety negatively impacting performance. Do you:

Provide reassurance to the team and talk through their concerns. Reinforce their value to the organisation and the importance of their roles.

Give the management of the transition process to a trusted team member who can act as a liaison, providing updates and easing the team’s concerns.

Hold open forums to discuss the restructure, addressing team members' concerns. Provide guidance to help the team focus on their strengths during the transition.

Communicate the restructure plan clearly and regularly to your team. Provide specific instructions on what to expect and how to prepare for potential changes.

The strategic direction your team is working to no longer aligns with the company's overall objectives and there is confusion about priorities. Do you:

Discuss the priorities with the team and identify a team member (or small subset) to take ownership of realigning the objectives. Trust them to collaborate and implement plans that align with the company’s overall strategy.

Present the bigger picture to the group by discussing the company’s goals and how their work contributes. Encourage them to suggest adjustments to their objectives.

Clearly define the new objectives and how they align with the company's goals. Provide specific steps for the team to adjust their focus and align with the new direction.

Engage the team in redefining its objectives to better align with the company’s goals. Provide guidance and feedback as they develop new strategies.

Your team meetings have lost their focus and have turned into social gatherings rather than productive sessions. This has led to poor decision-making and lack of progress. Do you:

Establish a clear agenda for meetings, with defined goals and time allocations for each topic. Instruct the team to adhere to this structure to ensure focused and productive discussions.

Orgainse training on effective meeting management. Show team members how to contribute to holding productive team sessions and provide feedback on meeting outcomes.

Give the responsibility of meeting management to the most capable team member who can develop and implement a structure that keeps the meetings focused and productive.

Encourage team members to take turns leading meetings, with a focus on maintaining structure and achieving goals. Help them in staying on track.

There is a need to change roles within the team due to a recent merger, but the team is resistant to these changes, leading to a decrease in overall performance. Do you:

Empower team members to lead their transition into new roles, giving them the freedom to define how they will approach their new responsibilities.

Hold individual and group discussions to understand the resistance and work through concerns. Provide guidance as team members adapt to their new roles.

Clearly communicate the necessity of the role changes and outline the steps for transition. Provide clear expectations and closely monitor the transition process.

Involve the team in the process of defining new roles and responsibilities, providing reassurance by highlighting benefits and encouraging them to embrace the changes.

Your company is undergoing a major restructuring. You must lead your team through uncertainty whilst maintaining morale and productivity. Do you:

Provide clear, structured communication about the changes and how they will affect the team. Assign specific roles in the transition to keep team members engaged.

Focus on maintaining engagement with the team by recognising their contributions and involving them in decision-making processes during the transition.

Give the responsibilty of a transition project to a motivated team member, allowing them to take charge and drive engagement among their peers.

Facilitate open discussions about the changes and encourage them to express their concerns and ideas. Reinforce the importance of their roles.

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Welcome to our Leadership Quiz

Enter your name to get started

Imagine your team

Group Capability

Group Confidence

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Contact Form

Welcome to our Leadership Quiz

Enter your name to get started

Imagine your team

Group Capability

Group Confidence

Question 1 of 12

Question 2 of 12

Question 3 of 12

Question 4 of 12

Question 5 of 12

Question 6 of 12

Question 7 of 12

Question 8 of 12

Question 9 of 12

Question 10 of 12

Question 11 of 12

Question 12 of 12

Oh no! Something went wrong.

Answers submitted!

Let's get in touch

Contact Form