How Would You Rate Yourself as a Leader?

The first step towards becoming a better leader begins with an honest assessment of where you are at. If you are daring enough, you may want to share this assessment with your people to determine if they perceive you the same way you perceive yourself.

Productive Relationships Self-assessment

The intent of this self-assessment is to help you learn more about yourself as a leader. Knowing your strengths and weaknesses can help you identify what areas to focus on in order to build productive relationships with your staff as well as peers and those above you in the organization.

 

 AgreeSomewhat AgreeDisagree
 321
  1. In conversations I tend to do most of the talking.
   
  1. I can still succeed without the support of others.
   
  1. My technical/operations knowledge gives me all the credibility I need to be successful in management.
   
  1. I share my opinions first and then ask others for input.
   
  1. I am the smartest person on my team.
   
  1. I’d be hard pressed to perform the work of my subordinates.
   
  1. My method of communication is based on my preference rather than the preferred style of the person I am communicating with.
   
  1. I hesitate to ask for advice from subordinates.
   
  1. I multi-task when others are speaking with me.
   
  1. I am known as a leader who is to be feared.
   

Scoring:

Add your scores up to see how you fare.

  • If your total score is between 10 and 15 then you are off to a great start!
  • If you scored between 16 and 20, you’re doing okay. You may want to keep an eye on things or step up your game.
  • Scores of 21-30 indicate you need to take immediate action!

Note: An individual score of 3 in any of these areas is worth a closer look. For example, if you agreed with the statement, “I am known as a leader who is to be feared,” then it worth examining what about your management style causes others to feel this way about you. Being known as someone who others fear will directly impact your ability to attract, motivate and retain top players for your team.

Now that you have completed your self-assessment, what changes are you prepared to make? Can you do this on your own? Or will you get there faster with help?

© Excerpt from Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around. 2011 Human Resource Solutions. All rights reserved.

 

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Finding the right talent is hard. Finding the right talent that will prosper and stay is even harder when you do it alone.

Subscribe to Roberta's Talent Maximizer® and receive weekly insights to help you hire and retain top performers. PLUS receive The Evergreen Talent® Workbook for free - a guide to help you hire and cultivate a sustainable workforce.

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