Leadership Self-Discovery Quiz - JWCO

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YOUR LEADERSHIP SNAPSHOT

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Your Leadership Snapshot

LEADERSHIP SNAPSHOT

How you approach leadership decisions.

Question 1 of 12

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According to Gallup, 70% of employees feel disengaged due to unclear expectations or lack of support. Leaders who respond thoughtfully when deadlines slip have the greatest chance of re-engaging their team and avoiding repeat issues. (Gallup, State of the Global Workplace)

When a team member misses a deadline, your first instinct is to…

A. Ask what happened and what support they need

B. Explain the impact and reinforce expectations

C. Take the task over yourself to avoid delays

D. Document it for a future performance conversation

What This Means:

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Harvard Business Review found that teams using inclusive decision-making were 87% more likely to make better choices. However, too many voices without clear direction can lead to delays. (HBR, 2017)

How do you prefer to make decisions?

A. With input from the team — collaboration is key

B. I consult a few trusted advisors before acting

C. I trust my gut — I know what needs to be done

D. I research heavily and prefer to follow proven processes

What This Means:

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The American Psychological Association reports that emotional regulation is one of the strongest predictors of leadership effectiveness during crises. Calm leaders build resilient teams. (APA, 2020)

In high-stress situations, you are most likely to…

A. Stay calm and focus on keeping others grounded

B. Take charge quickly to regain control

C. Feel overwhelmed and quietly push through

D. Avoid conflict and hope the issue resolves itself

What This Means:

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Deloitte found that 84% of millennials prefer purpose and impact over recognition. Leadership success is shifting from status to substance. (Deloitte Millennial Survey, 2020)

How do you define success as a leader?

A. Helping others grow and feel empowered

B. Hitting goals and delivering consistent results

C. Being respected and looked up to

D. Making decisions that align with personal values

What This Means:

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A study by Zenger Folkman showed that leaders skilled in delivering honest, thoughtful feedback had teams that were three times more engaged. (Zenger Folkman, 2019)

How comfortable are you with giving constructive feedback?

A. Very comfortable — I focus on development, not criticism

B. Somewhat comfortable — I soften the message

C. Uncomfortable — I worry it might damage the relationship

D. I avoid it unless absolutely necessary

What This Means:

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Google’s Project Aristotle found that psychological safety (the feeling that you can speak up without punishment) is the number one factor for high-performing teams.

When someone challenges your ideas in a meeting, you usually…

A. Invite them to explain more so everyone can learn

B. Defend your perspective with confidence

C. Feel slightly threatened, but keep it to yourself

D. Let it go and follow up privately

What This Means:

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A McKinsey study showed that leaders who prioritize learning consistently outperform peers and report greater fulfillment.

How do you approach professional development?

A. I regularly reflect and seek feedback for improvement

B. I invest in training and resources when I need to grow

C. I wait until there’s a clear reason or problem to address

D. I focus more on developing others than myself

What This Means:

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Trust is made of multiple elements. According to Charles Feltman’s trust model, integrity, competence, and care are the three pillars of trust in leadership.

When building trust with others, what matters most to you?

A. Integrity — doing what I say I’ll do

B. Competence — proving I can deliver

C. Transparency — being real, even when it’s hard

D. Empathy — being present and supportive

What This Means:

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Leadership agility (the ability to flex styles) is the strongest indicator of sustainable influence. (Center for Creative Leadership)

What best describes your current leadership style?

A. Coach — I guide, listen, and empower

B. Director — I set the vision and keep things on track

C. Problem-Solver — I jump in to fix and support

D. Connector — I build relationships and create buy-in

What This Means:

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Research by Stanford psychologist Carol Dweck shows that teams who treat mistakes as learning moments are more innovative and resilient.

When someone on your team makes a mistake, your typical reaction is…

A. Frame it as a learning moment

B. Focus on the fix and move on

C. Feel frustrated but try to hide it

D. Wonder if you need to get more involved

What This Means:

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According to TalentSmart, 90% of top performers score high in emotional intelligence. EQ is more than soft skills — it’s a success multiplier.

How do you handle emotional dynamics in the workplace?

A. I value emotional intelligence and check in often

B. I acknowledge emotions but stay task-focused

C. I suppress emotions to stay professional

D. I sometimes struggle to respond appropriately

What This Means:

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Purpose-driven leaders are 3 times more likely to feel fulfilled at work and create healthier teams. (McKinsey & Co.)

What’s your biggest motivator as a leader?

A. Making a positive difference in people’s lives

B. Building a high-performing team

C. Being seen as capable and influential

D. Finding fulfillment and alignment with purpose

What This Means:

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