{ "assessmentTests": { "leadership_style": { "name": "Leadership Style", "desc": "15 scenarios from real team situations. Find which of the 4 leadership styles fits you — autocratic, democratic, laissez-faire, or transformational. Based on Lewin's framework plus Burns/Bass transformational theory.", "questions": [ { "question": "You're setting goals for your team for the next quarter. Your default approach:", "subtitle": "Pick the one closest to your real instinct", "options": [ { "icon": "ðŸŽŊ", "label": "Define the targets and deadlines, then assign them", "desc": "Autocratic" }, { "icon": "ðŸĪ", "label": "Bring the team together and set goals collectively", "desc": "Democratic" }, { "icon": "ðŸŠķ", "label": "Let each person set their own goals based on their priorities", "desc": "Laissez-faire" }, { "icon": "🚀", "label": "Share the bigger vision and invite the team to shape goals that ladder up", "desc": "Transformational" } ] }, { "question": "A team member misses an important deadline. You:", "options": [ { "icon": "📋", "label": "Address it directly — explain expectations and set clear consequences", "desc": "Autocratic" }, { "icon": "💎", "label": "Talk with the team about what's slowing us down and decide together", "desc": "Democratic" }, { "icon": "ðŸŒą", "label": "Trust they'll catch up on their own — no need to hover", "desc": "Laissez-faire" }, { "icon": "🧭", "label": "Have a 1:1 to understand what's blocking them and coach them through it", "desc": "Transformational" } ] }, { "question": "Your team faces a tough strategic decision. You:", "options": [ { "icon": "⚡", "label": "Analyze the options and announce the decision quickly", "desc": "Autocratic" }, { "icon": "ðŸ—ģïļ", "label": "Run a structured discussion and decide based on team input", "desc": "Democratic" }, { "icon": "ðŸĪē", "label": "Let the team work through it without my input", "desc": "Laissez-faire" }, { "icon": "🌅", "label": "Connect the decision to our long-term vision and inspire team buy-in", "desc": "Transformational" } ] }, { "question": "A teammate pushes back hard on a new process you've introduced. You:", "options": [ { "icon": "🛑", "label": "Make clear it's not optional — this is how we work now", "desc": "Autocratic" }, { "icon": "🔄", "label": "Open a discussion about the change and adjust based on feedback", "desc": "Democratic" }, { "icon": "âģ", "label": "Give them space — they'll come around on their own", "desc": "Laissez-faire" }, { "icon": "ðŸ’Ą", "label": "Help them see how this change advances what they actually care about", "desc": "Transformational" } ] }, { "question": "The team misses its quarterly goals. Your first move:", "options": [ { "icon": "📊", "label": "Set clear new targets and tighten accountability", "desc": "Autocratic" }, { "icon": "🔍", "label": "Gather the team for a root-cause discussion and plan together", "desc": "Democratic" }, { "icon": "ðŸŒū", "label": "Give the team space to course-correct without interference", "desc": "Laissez-faire" }, { "icon": "ðŸ”Ĩ", "label": "Reconnect everyone to the bigger mission and what's still possible", "desc": "Transformational" } ] }, { "question": "Two team members are in open conflict. You:", "options": [ { "icon": "⚖ïļ", "label": "Step in, hear both sides, and decide who's right", "desc": "Autocratic" }, { "icon": "🎙ïļ", "label": "Facilitate a structured conversation between them", "desc": "Democratic" }, { "icon": "ðŸĪ", "label": "Let them work it out themselves — they're adults", "desc": "Laissez-faire" }, { "icon": "🌟", "label": "Coach each of them toward seeing the bigger picture and growing through it", "desc": "Transformational" } ] }, { "question": "A crisis hits — production is down, customers are screaming. You:", "options": [ { "icon": "ðŸšĻ", "label": "Take charge, issue clear instructions, and own the response", "desc": "Autocratic" }, { "icon": "📞", "label": "Quickly convene the team to align on the fastest path forward", "desc": "Democratic" }, { "icon": "🧘", "label": "Trust the on-call engineers to handle it — don't hover", "desc": "Laissez-faire" }, { "icon": "ðŸ“Ģ", "label": "Rally the team around what matters and what's at stake", "desc": "Transformational" } ] }, { "question": "You disagree with senior leadership's direction. You:", "options": [ { "icon": "💊", "label": "Push your perspective hard until they reconsider", "desc": "Autocratic" }, { "icon": "ðŸ‘Ĩ", "label": "Build a coalition with peers and present jointly", "desc": "Democratic" }, { "icon": "🕊ïļ", "label": "Let it play out — leadership will figure it out", "desc": "Laissez-faire" }, { "icon": "🔭", "label": "Reframe the conversation around longer-term outcomes and shared vision", "desc": "Transformational" } ] }, { "question": "A team member has been underperforming for weeks. You:", "options": [ { "icon": "📌", "label": "Set clear performance targets and a firm timeline to meet them", "desc": "Autocratic" }, { "icon": "ðŸĪ", "label": "Get team input on how we can support them through it", "desc": "Democratic" }, { "icon": "ðŸŒŋ", "label": "Give them room — pressure usually makes it worse", "desc": "Laissez-faire" }, { "icon": "ðŸŒą", "label": "Invest in their growth — understand their goals and coach them up", "desc": "Transformational" } ] }, { "question": "Evaluating a high-stakes new initiative. You:", "options": [ { "icon": "ðŸŽŊ", "label": "Make the call based on your judgment and own the risk", "desc": "Autocratic" }, { "icon": "ðŸ§Đ", "label": "Run a structured group decision process", "desc": "Democratic" }, { "icon": "🔗", "label": "Delegate evaluation to whoever's closest to the work", "desc": "Laissez-faire" }, { "icon": "🌠", "label": "Frame the initiative against the company's larger mission and rally support", "desc": "Transformational" } ] }, { "question": "Communicating a big change to the team. You:", "options": [ { "icon": "ðŸ“Ē", "label": "Announce what's happening clearly and move on", "desc": "Autocratic" }, { "icon": "💭", "label": "Open the floor for questions and adjust the plan with feedback", "desc": "Democratic" }, { "icon": "📝", "label": "Send a brief note and let people process on their own", "desc": "Laissez-faire" }, { "icon": "🎎", "label": "Tell the story of why this matters and where it takes us", "desc": "Transformational" } ] }, { "question": "A team member proposes a risky new idea. You:", "options": [ { "icon": "🔎", "label": "Evaluate it against your standards and decide quickly", "desc": "Autocratic" }, { "icon": "🧑‍ðŸĪâ€ðŸ§‘", "label": "Bring it to the team for collective review", "desc": "Democratic" }, { "icon": "ðŸ›Īïļ", "label": "Tell them to run with it — they don't need permission", "desc": "Laissez-faire" }, { "icon": "âœĻ", "label": "Help them sharpen the idea and connect it to our biggest bets", "desc": "Transformational" } ] }, { "question": "Hiring for your team. You:", "options": [ { "icon": "📐", "label": "Define the role tightly and pick someone who can execute", "desc": "Autocratic" }, { "icon": "👀", "label": "Run candidates through the whole team and decide collectively", "desc": "Democratic" }, { "icon": "ðŸŽŊ", "label": "Let your direct reports own their hires fully", "desc": "Laissez-faire" }, { "icon": "ðŸŒģ", "label": "Look for people who'll grow into the role and amplify the team's mission", "desc": "Transformational" } ] }, { "question": "Setting team meeting culture. You go for:", "options": [ { "icon": "⏱ïļ", "label": "Tight agenda, clear decisions, end on time", "desc": "Autocratic" }, { "icon": "🔁", "label": "Open discussion, everyone weighs in, decide by consensus", "desc": "Democratic" }, { "icon": "📭", "label": "Optional standups — people meet when they need to", "desc": "Laissez-faire" }, { "icon": "🧠", "label": "Every meeting starts with the why before the what", "desc": "Transformational" } ] }, { "question": "Reflecting on your team's growth over a year. You're proudest of:", "options": [ { "icon": "🏆", "label": "Hitting all our targets and shipping on time", "desc": "Autocratic" }, { "icon": "ðŸŦ‚", "label": "How collaboratively the team worked through every challenge", "desc": "Democratic" }, { "icon": "ðŸĶ…", "label": "How much autonomy and ownership the team developed", "desc": "Laissez-faire" }, { "icon": "ðŸŒŧ", "label": "How much each person grew and where the mission moved forward", "desc": "Transformational" } ] } ], "results": { "autocratic": { "name": "The Commander", "desc": "Decisive, directive, fast in motion. You make the call and own the outcome — clarity and accountability matter more to you than consensus. Teams under you know exactly where they stand.", "strengths": "You move fast when others freeze. In a crisis you're the one issuing clear instructions while everyone else is still asking what happened. Performance bars are explicit, accountability is real, and shipping happens on schedule. You're who you want running the room when production is on fire.", "watchouts": "Used as your only mode, autocratic leadership flattens team input and drains motivation over time. Strong contributors quietly disengage when they stop being asked. Speed of decision can become absence of buy-in — and the bill comes due in retention.", "bestFit": "Startups in crisis, manufacturing floors, operations under time pressure, military, emergency response, turnarounds where speed beats consensus.", "growthEdge": "Practice listening before deciding. Share rationale openly so the team understands the why, not just the what. Notice when consensus would have produced a stronger outcome — and let it.", "recommendation": "Lean into your decisiveness when stakes are high and time is short. But add one ritual: before any major decision that isn't time-critical, ask two team members for their take first. You'll keep your speed and gain the buy-in autocratic leaders usually leave on the table." }, "democratic": { "name": "The Facilitator", "desc": "Participative, consensus-building, collaborative. You believe the best decisions come from the team, not from the org chart. People around you feel heard — and the decisions stick because everyone helped shape them.", "strengths": "Decisions you make have buy-in baked in — when the team owns the call, execution is half the battle won. You spot risks earlier because more eyes see the work. Healthy debate is normal under you, and creative tension produces better answers than monoculture ever could.", "watchouts": "Pure democratic leadership slows down in time-pressured calls and can drift into consensus theater — where you're optimizing for agreement instead of the right answer. Junior contributors get equal airtime even when they shouldn't, and senior contributors quietly disengage.", "bestFit": "Knowledge work, R&D, design teams, mature cross-functional groups, organizations where the work requires diverse expertise and the decisions affect the people executing them.", "growthEdge": "Be willing to override consensus when speed or expertise matters. Set explicit decision-types upfront — 'this one's a vote, this one's mine.' Watch for the moment debate stops adding signal and starts adding friction.", "recommendation": "Keep your collaborative instinct — it's your moat. But build a personal rule: when a decision is reversible, run it democratically; when it's high-stakes and time-bound, decide and explain. Mixing modes deliberately beats running one mode by default." }, "laissez_faire": { "name": "The Trust Broker", "desc": "Hands-off, delegating, autonomy-first. You trust your team to figure it out without you in the room — and the best people thrive under that trust. You're not absent, you're deliberately spacious.", "strengths": "Senior contributors love working for you because you don't waste their time. The team develops real ownership, makes their own calls, and grows faster than they would under a more directive leader. Your best people stay longer because you treat them like adults.", "watchouts": "Without rituals, laissez-faire becomes drift. Junior staff get lost without enough scaffolding. Underperformers can hide in the autonomy. Cross-team coordination suffers because no one's tracking the seams. The team grows skilled but uncoordinated.", "bestFit": "Senior teams of specialists, research labs, creative studios, distributed engineering teams, anywhere the work needs deep focus and the people are already proven.", "growthEdge": "Add light coordination rituals so context flows without you micromanaging — weekly written updates, monthly 1:1s, clear escalation paths. Notice when 'trust' is masking avoidance, especially with underperformers.", "recommendation": "Your style attracts strong talent — don't lose that. Add two anchors: a weekly written-update ritual (so context flows asynchronously) and a quarterly explicit review with each person (so problems surface before they fester). Same trust, sturdier structure." }, "transformational": { "name": "The Visionary", "desc": "Inspiring, coaching, mission-driven. You lead by connecting work to meaning, growing the people on your team, and pulling everyone toward a future bigger than the current quarter. The team follows because they want to, not because they have to.", "strengths": "You build the kind of team people remember the rest of their careers. Engagement is high, growth is real, and the work matters because you've made it matter. When mission shifts, you rally the team faster than any directive leader could. Talent compounds under you.", "watchouts": "Vision without tactics burns out fast. Charisma scales poorly — when the team grows past 15-20, the magnetic-leader model strains. You can lose grounding in operational reality. Mission-fatigue is real: every quarter can't be a rallying speech.", "bestFit": "Growth-stage companies, mission-driven orgs, teams in transition, turnarounds that need belief before they need process, anywhere the work requires both meaning and execution.", "growthEdge": "Pair every vision with concrete weekly tactics — the rallying speech needs to translate to action. Build operational rituals that survive your absence. Train your second-line so the team's strength isn't all coming from your charisma.", "recommendation": "Your superpower is making work matter. Keep that. But add a co-leader (or strong ops lieutenant) who runs the tactical layer while you run the vision and people layer. Transformational leaders scale via partnership — the lone-visionary version hits a ceiling around team size 15." } }, "retakePrompt": { "lastResult": "Your last result:", "evolvedHint": "Your leadership style can shift with experience and role — worth retaking every 6-12 months.", "retakeButton": "Retake this test" }, "intro_description": "Find out whether you lead like an autocratic commander, a democratic facilitator, a laissez-faire trust broker, or a transformational visionary. 15 real-team scenarios, 3 minutes, instant result.", "intro_outcomes": [ "Your dominant style across 4 frameworks (Lewin + transformational)", "Where your style fits — and where it backfires", "One growth-edge habit to round out your default mode" ] } }, "testNames": { "leadership-style": "Leadership Style" } }