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Leadership Capacity Checklist

For questions 1-12, each statement is matched with an opposite with six circles in between. Please shade in the circle which corresponds most closely to your view. If you have a clear, concrete vision of success, shade in the far circle on the left as above; the less you have a vision, the further to the right your choice. 

QUESTIONNAIRE FOR SELF-ASSESSMENT

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1).   My vision is clear and evident from how I spend my time.

My vision is not yet clear and as a result is not reflected in all my actions


2).   My actions display respect and genuine appreciation of my staff .

My intent is not always clear from my actions. 


3).    My resolve is such that people believe I/we will succeed. 

I often sense it is unlikely that I/ we can succeed. 

 

4).   Staff recognise and value my technical expertise 

I lack the technical expertise to guarantee personal recognition


5).     I am confident and assertive at the same time as empathetic and aware of others.

I lead with my view but am not consistently confident. 


6).    I am unfailingly positive even in adversity. 

I find it tough to keep positive when things get tough and stressful. 


7).    I put people first; seek out company to build trust and mutuality

I am not instinctively a people person and find it hard to take a proactive approach to building relationships. 


8).    I take time to listen to gripes and grievances but do not tolerate either moaning or blame. 

I avoid negative staff but who moan and blame, but some times, complain to colleagues myself


9).    I encourage staff to observe each other in an ethos of supportive feedback. 

I insist that staff are monitored in line with job roles and performance management arrangements


10).    I seek feedback and views from stakeholders.

I am always cautious about taking the views and opinions of key business stakeholders.


11).   My objective is always to provide a balance between challenge and stretch, and support. 

In today’s pressured workplace, In today’s pressured workplace, In today’s pressured workplace, support.


12).    I always share my mistakes with staff and stakeholders in the spirit of collective learning. 

My experience is that owning my mistakes diminishing my achievement profile. 

The same thing drives every leader: achieving a shared goal, nevertheless, how they communicate or pursue this shared goal varies. 

In order to build on these layers it’s important to learn what your ‘default leadership’ style is, by taking our leadership assessment we’ll have a baseline to work with, while helping you identify your dominant style.

Leadership is a combination of both style and substance, varying from personal to person with multiple layers.