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Leadership Assessment

Ready to understand how to take your leadership and career to the next level? This proprietary assessment will offer you a personalized understanding of your leadership style and your natural ability to create cognitive and emotional balance.

There are no right or wrong answers but, sadly, you can only choose one per question. Pick the one that best reflects what you would do instinctually. Consider this your starting point on the roadmap to transformation.

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You start a new role and are charged with leading a team and building a new strategy. What’s your first move?

Review data and performance metrics to understand current state.

Hold informal conversations with the team to build rapport.

Convene the team to share perspectives and co-create next steps.

Outline a draft strategy and present it for input.

Set a vision for where the organization needs to go and communicate it clearly.

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Your team is preparing to present to senior leadership. How do you approach preparation?

Draft the outline yourself and assign topic areas.

Identify what matters most to leadership and select the strongest presenter for each piece.

Frame the big picture narrative and ensure each part ties back to the strategic vision.

Facilitate a team session to decide topics and roles collaboratively.

Ask team members what areas they feel most confident presenting and allocate accordingly.

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Your current strategy is underperforming. What do you do next?

Step back to reassess the broader strategy and explore new approaches.

Diagnose where execution is failing and decide corrective actions.

Meet with the team to gather their views on root causes.

Reinforce support and motivation to keep morale steady during challenges.

Speak with individuals about their contributions and what they can improve upon

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You’ve just achieved a major win. How do you celebrate?

Acknowledge the achievement privately and set new goals.

Use the success story to inspire the team around the long-term vision.

Analyze what drove the success so it can be repeated.

Thank the team publicly and provide small tokens of recognition.

Organize a team celebration and reflection session to capture lessons learned.

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A new CEO is joining the company, and the team is anxious. How do you handle it?

Meet quickly with the CEO to establish alignment.

Research the CEO’s history and adapt strategy accordingly.

Acknowledge uncertainty with the team and reassure them.

Share what you know about the CEO’s goals and invite team questions.

Frame the leadership change as an opportunity to advance the organization’s vision.

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A member of your Board of Directors challenges your strategy during a presentation. How do you respond?

Clarify the rationale behind your strategy to ensure alignment.

Document their concerns carefully and plan adjustments with your team.

Maintain composure, actively listen, and reflect before responding.

Position your response in terms of long-term vision and broader impact.

Ask thoughtful questions to fully understand their perspective.

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You are partnering with another division on a project but your visions don’t align. How will you handle the situation?

Convene a meeting to discuss goals and identify areas of agreement.

Present your reasoning and methodology to clarify your vision.

Reframe the project in terms of the broader organizational strategy.

Prioritize partnership by leaning into their approach where alignment is difficult.

Reiterate the mandate and accountability you hold, emphasizing why your approach is required.

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Your CEO gave you feedback and highlighted areas of opportunity you need to focus on. What are some next steps?

Regulate your emotions and remain optimistic while processing the feedback.

Critically evaluate the feedback against other inputs and performance data.

Look for patterns across previous feedback to connect themes.

Create a focused plan of action to address the development areas quickly.

Frame the feedback as an opportunity to grow and enhance team impact.

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You have a meeting with a new customer who is visibly upset and begins raising their voice about a situation. You:

De-escalate by offering empathy and reassurance.

Bring calm by asking clarifying questions to understand specifics.

Ask the customer what they need in order to move forward.

Explain the reasoning behind key decisions and propose resolution options.

Reinforce their importance as a partner and commit to building long-term trust.

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You have to let an underperforming team member that you are fond of go.

Partner with HR to craft clear, compliant messaging for the conversation.

Acknowledge the difficulty and ensure they know about available support resources.

Communicate directly that performance did not meet expectations and the role is ending.

Reinforce their strengths and potential for future success despite this decision.

Explore whether other roles might better align with their capabilities, if feasible.

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Practical Leader

As a primarily Practical Leader, you place a high emphasis on data and a mid-level emphasis on emotions.

Strengths: You are execution-focused, process-oriented, and highly efficient.

Risks: Overemphasis on tasks can impede retention and create a revolving door culture.

Growth Opportunity: Build stronger relational habits, ask the team for input beyond the task and prioritize empathy.

Are your strengths or opportunities a surprise? Your supporting leadership styles are reflected below and they may be helping you build capabilities and shore up any gaps. To learn more about all of the leadership styles visit www.evolveqstrategies.com

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Let's evolve stronger team leadership by building on your emotional quotient! Click Here to get started.

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Emotion- Driven Leader

As a primarily Emotion-Driven leader you place a higher emphasis on emotions and a lower emphasis on data

Strengths: You motivate through empathy, unify the team and build morale.

Risks: You can lose focus on strategy, accountability and get caught up in team dynamics.

Growth Opportunity: Use data and goals to anchor conversations and strategies.

Are your strengths or weaknesses a surprise? Your supporting leadership styles are reflected below and they may be helping you build capabilities and shore up any gaps. To learn more about all of the leadership styles visit www.evolveqstrategies.com

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Let's evolve more balance by learning how you can integrate more data into your strategies and decisions. Click here to get started.

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Servant Leader

As a primarily Servant Leader you place a high emphasis on emotions and mid-level emphasis on data.

Strengths: You develops others, build trust, foster long-term loyalty, and can build strategy. Risks: You may be hesitant to make hard calls in turbulence, and avoid interpersonal conflict.

Growth Opportunity: Pair empathy with data driven decisions and decisiveness; take a leading role when stakes are high.

Are your strengths or weaknesses a surprise? Your supporting leadership styles are reflected below and they may be helping you build capabilities and shore up any gaps.To learn more about the other leadership styles visit www.evolveqstrategies.com

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Click here to evolve stronger decision making by building on your use of goals and data!

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Directive Leader

As a primarily Directive Leader you place a high emphasis on data and decisions and a lower emphasis on emotions and empathy

Strengths: You are decisive, providing clear direction and are effective in a crisis.

Risks: You may come across as rigid, dismissive of new ideas, and limit team growth.

Growth Opportunity: Pause for input before acting; add perspective-taking practices and engage more openly with your team.

Are your strengths or weaknesses a surprise? Your supporting leadership styles are reflected below and they may be helping you build capabilities and shore up any gaps. To learn more about the other leadership styles visit www.evolveqstrategies.com

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Let's evolve more balance and a stronger team by exploring how you can utilize empathy in your decision-making process. Click here to get started.

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Visionary leader

As a primarily Visionary Leader you place a high emphasis on data as well as emotion resuting in balanced leadership.

Strengths: You inspire the team through strategy, data and long-term goals; you also balance empathy and development with execution.

Risks: Your vision can outpace execution detail and cause burnout.

Growth Opportunity: Maintain priorities and operational discipline while inspiring innovation.

Are your strengths or weaknesses a surprise? Your supporting leadership styles are reflected below and they may be helping you build capabilities and shore up any gaps. To learn more about the other leadership styles visit www.evolveqstrategies.com

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Let's evolve to your next level goals by supporting your balanced approach to leadership. Click here to get strated.