Leadership Self-Assessment
Sample Items From the Multifactor Leadership (Transformational Leadership questionnaire)
Questionnaire (MLQ) Form 5X-Short
These questions provide examples of the items that are used to evaluate
leadership style. The MLQ is provided in both Self and Rater forms. The Self
form measures self-perception of leadership behaviors. The Rater form is
used to measure leadership. By thinking about the leadership styles as exemplified
below, you can get a sense of your own belief about your leadership.
Key: 0 = Not 1 = Once in 2 = Sometimes 3 = Fairly 4 = Frequently,
at all a while often if not always
Transformational Leadership Styles
Idealized Influence I go beyond self-interest for the good 0 1 2 3 4
(Attributes) of the group.
Idealized Influence I consider the moral and ethical 0 1 2 3 4
(Behaviors) consequences of decisions.
Inspirational I talk optimistically about 0 1 2 3 4
Motivation the future.
Intellectual I reexamine critical assumptions 0 1 2 3 4
Stimulation to question whether they
are appropriate.
Individualized I help others to develop 0 1 2 3 4
Consideration their strengths.
Transactional Leadership Styles
Contingent Reward I make clear what one can expect 0 1 2 3 4
to receive when performance
goals are achieved.
Management by I keep track of all mistakes. 0 1 2 3 4
Exception: Active
Passive/Avoidant Leadership Styles
Management by I wait for things to go wrong before 0 1 2 3 4
Exception: Passive taking action.
Laissez-Faire I avoid making decisions. 0 1 2 3 4
Authentic Leadership Self-Assessment Questionnaire
Instructions: This questionnaire contains items about different dimensions of
authentic leadership. There are no right or wrong responses, so please answer
honestly. Use the following scale when responding to each statement by writing
the number from the scale below that you feel most accurately characterizes
your response to the statement.
Key: 1 = Strongly 2 = Disagree 3 = Neutral 4 = Agree 5 = Strongly
disagree agree
1. I can list my three greatest weaknesses. 1 2 3 4 5
2. My actions reflect my core values. 1 2 3 4 5
3. I seek others’ opinions before making up my own mind. 1 2 3 4 5
4. I openly share my feelings with others. 1 2 3 4 5
5. I can list my three greatest strengths. 1 2 3 4 5
6. I do not allow group pressure to control me. 1 2 3 4 5
7. I listen closely to the ideas of those who disagree with me. 1 2 3 4 5
8. I let others know who I truly am as a person. 1 2 3 4 5
9. I seek feedback as a way of understanding who I really am 1 2 3 4 5
as a person.
10. O ther people know where I stand on controversial issues. 1 2 3 4 5
11. I do not emphasize my own point of view at the expense 1 2 3 4 5
of others.
12. I rarely present a “false” front to others. 1 2 3 4 5
13. I accept the feelings I have about myself. 1 2 3 4 5
14. My morals guide what I do as a leader. 1 2 3 4 5
15. I listen very carefully to the ideas of others before 1 2 3 4 5
making decisions.
16. I admit my mistakes to others. 1 2 3 4 5
Scoring
1. S um the responses on items 1, 5, 9, and 13 (self-awareness).
2. Sum the responses on items 2, 6, 10, and 14 (internalized moral perspective).
3. Sum the responses on items 3, 7, 11, and 15 (balanced processing).
4. Sum the responses on items 4, 8, 12, and 16 (relational transparency).
Total Scores
Self-Awareness: ______
Internalized Moral Perspective: _____
Balanced Processing: _____
Relational Transparency: _____
Scoring Interpretation
This self-assessment questionnaire is designed to measure your authentic leadership
by assessing four components of the process: self-awareness, internalized
moral perspective, balanced processing, and relational transparency. By
comparing your scores on each of these components, you can determine
which are your stronger and which are your weaker components in each category.
You can interpret your authentic leadership scores using the following
guideline: high = 16–20 and low = 15 and below. Scores in the upper range
indicate stronger authentic leadership, whereas scores in the lower range
indicate weaker authentic leadership.
Team Excellence and Collaborative
Team Leader Questionnaire
Instructions: This questionnaire contains questions about your team and the
leadership within this team. Indicate whether you feel each statement is true
or not true of your team. Use the following scale:
Key: 1 = False 2 = More false than true 3 = More true than false 4 = True
1. There is a clearly defined need—a goal to be achieved 1 2 3 4
or a purpose to be served—that justifies the existence
of our team. (team: clear, elevating goal)
2. We have an established method for monitoring 1 2 3 4
individual performance and providing feedback.
(team: results-driven structure)
3. Team members possess the essential skills and abilities 1 2 3 4
to accomplish the team’s objectives.
(team: competent team members)
4. A chieving our team goal is a higher priority than any 1 2 3 4
individual objective. (team: unified commitment)
5. We trust each other sufficiently to accurately share 1 2 3 4
information, perceptions, and feedback.
(team: collaborative climate)
6. O ur team exerts pressure on itself to improve performance. 1 2 3 4
(team: standards of excellence)
7. O ur team is given the resources it needs to get the job done. 1 2 3 4
(team: external support and recognition)
8. I f it’s necessary to adjust the team’s goal, our team leader 1 2 3 4
makes sure we understand why. (leadership: focus
on the goal)
9. O ur team leader creates a safe climate for team members 1 2 3 4
to openly and supportively discuss any issue related to
the team’s success. (leadership: ensure collaborative climate)
10. O ur team leader looks for and acknowledges contributions 1 2 3 4
by team members. (leadership: build confidence)
11. O ur team leader understands the technical issues we must 1 2 3 4
face in achieving our goal. (leadership: demonstrate sufficient
technical know-how)
12. O ur team leader does not dilute our team’s effort with too 1 2 3 4
many priorities. (leadership: set priorities)
ur team leader is willing to confront and resolve issues 1 2 3 4
associated with inadequate performance by team members.
(leadership: manage performance)
SOURCES: Questions 1–7: Adapted from the Team Excellence Survey (copyright 1987
LaFasto and Larson; portions reprinted with permission of Profact). Questions 8–13:
Adapted from the Collaborative Team Leader Instrument (copyright 1996 LaFasto and
Larson; portions reprinted with permission).
Scoring Interpretation
In addition to such targeted questions on each of the criteria of excellence,
the complete surveys also ask open-ended questions to allow team members
to comment on issues that might not be specifically covered in the
directed questions, such as strengths and weaknesses of the team and its
leadership, necessary changes, problematic norms, or issues that need to be
addressed. The complete version of the survey is given to team members
and the team leader, and all are involved in the diagnosis and the resulting
action planning. Such a method is clearly consistent with the empowerment
movement in organizational teams and helps address the enormous complexity
involved in making teams effective