So, you want to get better at leading people, right? It’s a common goal. Knowing what you’re good at, and where you could use a little work, is a big part of that. Luckily, there are a bunch of tools out there that can help you figure out your leadership style and natural talents. We’re going to look at 9 Leadership Assessment Tools to Identify Your Strengths, so you can get a clearer picture of your abilities.
Key Takeaways
- Leadership assessment tools help you see your current skills and where you can improve.
- Different tools focus on different parts of your personality and how you lead.
- Some assessments are self-reported, while others gather opinions from people you work with.
- Using more than one assessment can give you a more complete and reliable picture.
- These tools can help you understand your strengths and how to use them effectively in a team setting or individually.
1. 360 Feedback
When I think about getting a real picture of how someone performs, especially in a leadership role, 360 feedback is what comes to mind. It’s not just about what a person thinks of themselves, or what their boss thinks. Instead, it pulls in perspectives from all over: peers, direct reports, and even customers sometimes. This broad view helps paint a much more complete picture of a leader’s strengths and areas where they could grow.
I’ve found that the real magic of 360 feedback isn’t just collecting the data, but in how you use it. It’s about taking all those different viewpoints and turning them into something actionable. It’s not always easy to hear, but it’s usually what you need to hear to get better.
Here’s why I think it’s so useful:
- Multiple Perspectives: You get to see how your actions are perceived by different groups of people you interact with regularly. This can highlight blind spots you didn’t even know you had.
- Development Focus: It’s not just about judging performance; it’s about identifying specific areas for development. For example, if multiple people say you could improve your communication, that’s a clear signal.
- Increased Self-Awareness: Getting feedback from various sources can really boost your understanding of your own leadership style and its impact on others.
However, it’s important to remember that traditional feedback methods, like these 360 reviews, can sometimes be ineffective with Gen Z employees. They might offer unhelpful peer evaluations, so you need to make sure the process is set up to get good, constructive input.
2. DISC
When I started looking into leadership assessment tools, DISC was one of the first things that popped up. It’s pretty well-known, and I can see why—it’s straightforward. The DISC model helps you understand different behavioral styles, which is super useful for figuring out how you and others tend to operate.
You may also Like
What is DISC?
DISC stands for four main behavioral traits: Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C). Each of these represents a different way people tend to act and interact. I think of it as a way to get a quick snapshot of someone’s natural tendencies, especially in a work setting.
- Dominance (D): These folks are usually direct and focused on results. They like to take charge and get things done quickly. I’ve noticed they can be pretty assertive.
- Influence (I): People with high ‘I’ are often outgoing and persuasive. They love to connect with others and are usually pretty optimistic. They’re good at motivating a team.
- Steadiness (S): The ‘S’ types are typically calm, patient, and supportive. They value stability and cooperation. I find them to be very reliable and good listeners.
- Conscientiousness (C): These individuals are usually analytical, precise, and detail-oriented. They like to follow rules and ensure accuracy. They’re the ones who will catch all the little things.
How I use DISC for leadership assessment
I’ve found that understanding my own DISC profile, and the profiles of my team members, really helps with communication and collaboration. It’s not about putting people in boxes, but more about recognizing different approaches.
I think the real power of DISC comes from its simplicity. It gives you a common language to talk about behavior without getting too bogged down in complex psychology. It’s a practical tool for everyday interactions.
For example, if I know someone is high ‘D’, I’ll try to be direct and to the point when I talk to them. If they’re high ‘S’, I’ll make sure to give them plenty of time to process information and offer support. It’s all about adjusting my style to fit theirs, which makes things run a lot smoother. It’s a simple daily ritual that can rewire your brain for success.
Benefits of using DISC
I’ve seen a few key benefits from using DISC:
- Improved Communication: Knowing how others prefer to communicate helps me tailor my messages more effectively.
- Better Team Dynamics: When everyone understands each other’s styles, it reduces friction and builds stronger teams.
- Conflict Resolution: It helps me understand the root causes of disagreements, as different styles can clash if not understood.
- Personal Growth: It’s made me more aware of my own behavioral patterns and how they impact others.
It’s not a perfect tool, but it’s a good starting point for self-awareness and understanding others.
3. Myers-Briggs Type Indicator
I remember when I first heard about the Myers-Briggs Type Indicator, or MBTI. It sounded like something out of a sci-fi movie, but it’s actually been around for ages, over 50 years now. Compared to something like DISC, which I found a bit too simple, MBTI feels more detailed. It really digs into a person’s character and what they’re good at.
What it is
So, the MBTI is all about figuring out your personality type. It uses four different pairs of preferences, and depending on where you land on each, you get one of 16 possible personality types. It’s like a map to understand how you tick, how you prefer to interact with the world, and how you make decisions.
Here are the four pairs it looks at:
- Extraversion (E) vs. Introversion (I): This is about where you get your energy from. Do you get it from being around people and external activities, or from quiet reflection and your inner world?
- Sensing (S) vs. Intuition (N): This one’s about how you take in information. Do you focus on concrete facts and details, or do you prefer to see patterns, possibilities, and the big picture?
- Thinking (T) vs. Feeling (F): This pair describes how you make decisions. Do you prioritize logic, objective analysis, and fairness, or do you consider values, harmony, and the impact on people?
- Judging (J) vs. Perceiving (P): This last one is about your preferred lifestyle. Do you like things planned, organized, and decided, or do you prefer to be flexible, spontaneous, and open to new options?
How it works
When you take the MBTI, you answer a bunch of questions, and based on your responses, you get a four-letter code. For example, you might be an “ISTJ” or an “ENFP.” Each of these codes represents a unique personality type with its own set of characteristics and tendencies. It’s not about being good or bad; it’s just about understanding your natural preferences.
I’ve found that knowing my MBTI type, and the types of people I work with, has been pretty helpful. It’s not a magic bullet, but it gives you a framework for understanding why some people approach tasks differently or react in certain ways. It’s like getting a little peek into someone’s operating manual, which can make teamwork a lot smoother.
Benefits for leadership
For leadership, the MBTI can be a real eye-opener. It helps you understand your own leadership style and how you naturally lead. But it’s also super useful for understanding your team members. If you know that one person is a strong “Thinker” and another is a strong “Feeler,” you can adjust how you communicate with them to be more effective. It can help with:
- Improving communication: Knowing how different types prefer to receive and process information can help you tailor your messages.
- Building stronger teams: Understanding diverse preferences can help you put together teams that complement each other’s strengths.
- Resolving conflicts: When you understand the underlying preferences that might be driving a disagreement, it’s easier to find common ground.
- Developing self-awareness: It gives you a clearer picture of your own strengths and potential blind spots as a leader.
I think the biggest thing is that it helps you appreciate that not everyone thinks or acts like you do, and that’s a good thing. It’s all about recognizing and valuing those differences to make your team, and yourself, better. If you’re curious about your own type, there are many quizzes available to get started.
4. Gallup’s StrengthsFinder
I’ve found that the Gallup’s StrengthsFinder, formerly known as Clifton StrengthsFinder, is a pretty neat tool for figuring out what you’re naturally good at. It really zeroes in on your strengths, which is a refreshing change from always trying to fix what’s wrong. I mean, who doesn’t want to know what they excel at? It’s all about building on those natural talents.
I think the biggest takeaway from this assessment is that it encourages you to lean into your natural abilities. Instead of spending all your time trying to shore up weaknesses, you get to focus on making your strengths even stronger. It’s a different way of looking at personal growth, and I appreciate that.
When I took it, the results gave me a list of my top five strengths. It wasn’t just a generic list; it was pretty specific about how those strengths might show up in my daily life and work. For example, if “Achiever” was one of my strengths, it would explain what that means and how I might use it. It’s not just about identifying them, but understanding them.
Here’s a quick look at how it generally works:
- You take an online assessment, answering a series of questions.
- The assessment then identifies your top five unique talent themes.
- You get a personalized report that describes these themes and offers insights into how to use them.
I think it’s especially good for personal development and coaching. It helps you see where you naturally shine. However, I’ve noticed it’s not always the best fit for team dynamics. While it’s great for an individual to understand their own business strategy, it doesn’t always translate directly into how a whole team functions together. It’s more about the individual’s contribution than the collective synergy.
5. Saville Assessment
I’ve looked at a bunch of different leadership tools, and the Saville Assessment really stands out because it digs into both what you’re good at naturally and your personal style. It’s not just one test; it’s a couple of different parts that give a pretty full picture. This assessment is great for figuring out where someone’s natural talents lie and how their personality fits into different work settings.
First off, there’s an aptitude test. This part checks out a bunch of different skills. It’s not just about how smart you are, but how you think and process information. I found it pretty interesting how many different areas it covers:
- Numerical skills: How well you work with numbers and data.
- Spatial reasoning: Your ability to understand and manipulate shapes and spaces.
- Linguistic ability: How good you are with words and language.
- Mechanical comprehension: Understanding how machines and physical systems work.
- Error checking: Your eye for detail and finding mistakes.
Then, there’s the personality assessment. This part is all about your preferences and behaviors. It helps to show your strengths and maybe some areas where you could grow. What’s cool about this one is that it also gives you an idea of what kind of company culture you’d probably do best in. It’s like, if you’re a super independent person, it might suggest a place that values autonomy, you know? It helps you understand your self-love mindset in a professional context.
I think the Saville Assessment is more complex than some of the other tests out there, like the Myers-Briggs or DISC. But even though it’s more detailed, the results are actually pretty easy to get your head around. They give you scores on a scale, which makes it clear where you’re strong and where you might want to put some effort into improving. It’s not just a pass/fail thing; it’s more about understanding yourself better.
6. Enneagram
I’ve found that the Enneagram is a really interesting tool because it goes beyond just looking at surface-level behaviors. It really tries to get at the core motivations behind why we do what we do. Unlike some other assessments that might just tell you what you tend to do, the Enneagram aims to uncover the why.
What is the Enneagram?
So, the Enneagram is a personality system that describes nine distinct personality types, each with its own set of motivations, fears, and desires. Think of it like a map for understanding yourself and others on a deeper level. It’s not just about categorizing people; it’s about understanding the underlying drivers that shape our actions and reactions. I mean, it’s pretty wild how accurate it can be once you dig into it.
How it Works
When you take an Enneagram assessment, it’s not just a simple multiple-choice quiz. It often involves a series of questions designed to help you identify your core type. It’s less about right or wrong answers and more about self-reflection. I remember taking it and thinking, “Wow, this really gets me.” The process can be quite introspective, which is why I think it’s so powerful for leadership development. It helps you see your blind spots and your strengths in a new light.
I believe that understanding your Enneagram type can be a game-changer for personal growth and leadership. It provides a framework for self-awareness, helping you to recognize your patterns and make more intentional choices. It’s like having a secret decoder ring for your own personality.
Enneagram Types and Leadership
Each of the nine Enneagram types brings different strengths and challenges to leadership. For example, a Type One (The Reformer) might be driven by a desire for integrity and improvement, which is great for setting high standards, but they might also struggle with perfectionism. A Type Eight (The Challenger) is often assertive and protective, making them strong advocates, but they might need to work on their softer side. It’s all about balance, you know?
Here’s a quick look at some general leadership tendencies for a few types:
- Type Three (The Achiever): Often charismatic and goal-oriented, they excel at motivating teams and driving results. They might need to watch out for overworking or focusing too much on external validation.
- Type Six (The Loyalist): Very responsible and committed, they build strong, trusting relationships within their teams. Their challenge can be managing anxiety and trusting their own judgment.
- Type Nine (The Peacemaker): They create harmonious environments and are great at mediating conflicts. However, they might struggle with assertiveness or avoiding difficult conversations.
I think the real benefit of the Enneagram for leaders is that it helps you understand not just yourself, but also the people you lead. If you know what motivates your team members, you can connect with them better and help them thrive. It’s all about building those mindset skills for effective leadership.
7. USC Leadership Style Self-Assessment
I’ve always believed that knowing yourself is the first step to doing anything well, and that definitely applies to leadership. The USC Leadership Style Self-Assessment is built on that very idea. It’s all about figuring out what kind of leader you are, which, let me tell you, can make a huge difference in how your team performs. When you and your team are on the same page about your leadership style, things just click. If you don’t understand your own style, it can really mess things up and make your team feel lost.
This assessment helps you pinpoint your leadership style and gives you practical advice to get you on the right track for that specific style. It’s not just about labeling; it’s about giving you tools to improve.
This assessment looks at six main leadership styles. I found it pretty interesting to see where I fit in. It’s not super in-depth, but it gives you a good starting point.
Here are the six styles it focuses on:
- Servant
- Front-Line
- Transformational
- Metamodern
- Postmodern
- Contrarian
The assessment helps you identify the style that best fits your perceptions and traits. However, it doesn’t really dig into your strengths or weaknesses, which I think is a bit of a drawback. Also, since it’s based on a limited set of questions, someone could probably figure out how to get the result they want if they tried. Still, for a quick look at your leadership leanings, it’s not bad. It’s also free, which is a big plus. Understanding your psychological well-being can also play a role in how you lead.
8. IHHP Emotional Intelligence
I’ve found that the IHHP (Institute for Health and Human Potential) Emotional Intelligence (EQ) and Performing Under Pressure Assessment is a really interesting tool for leaders. It looks at two big things: your emotional intelligence and how you handle pressure. The idea is that you take these tests separately, and then you compare the results to get a full picture of your leadership performance. It’s believed that emotional intelligence is twice as important as your IQ when it comes to how successful you’ll be.
IHHP defines EQ as your ability to recognize, understand, and manage your own feelings and any hang-ups you might have. As a leader, I know I face situations all the time that test my emotional stability. To do well, I need to balance out the good and bad feelings. It’s not always easy, but it’s a skill I’m always working on.
When it comes to performing under pressure, the assessment is built around a simple idea: “Nobody performs better under pressure.” I’ve definitely seen this in action. When things get tough, it’s easy for the negative side of my emotions to kick in. As a leader, I need to stay calm and guide my team toward the best solution, even when I’m feeling the heat. It’s about keeping a clear head and making smart choices, not letting the pressure get the best of me. I think it’s important to prioritize your happiness to better manage these situations.
Here’s what I’ve learned about the IHHP approach:
- Separate Assessments: They offer the EQ and pressure tests individually. This lets you focus on each area without mixing them up.
- Comparative Analysis: The real insight comes from looking at both sets of results together. This helps you see patterns and how your emotional state impacts your performance when things get intense.
- Focus on Self-Awareness: A big part of it is understanding your own emotional triggers and how you react to stress. This self-knowledge is key to improving.
I’ve realized that understanding my emotional responses, especially under pressure, is a game-changer. It’s not about being perfect, but about being aware and having strategies to manage myself so I can lead effectively, no matter what comes my way.
9. MindTools Leadership Skills Assessment
I’ve found that the MindTools Leadership Skills Assessment is a pretty straightforward way to get a quick read on your leadership abilities. It’s basically an 18-question questionnaire that asks about different situations you might face at work. The idea is to see if you’re already doing great or if there’s some room to grow. It’s a good starting point if you’re just beginning to think about your leadership style.
What it Measures
When you take this assessment, it looks at a few key things to figure out your leadership style. It’s not super deep, but it gives you a general idea. I think it’s helpful to know what areas it focuses on.
- Self-Confidence: How much you believe in your own abilities to lead.
- Personal Outlook and Attitude: Your general approach to challenges and your team.
- Emotional Intelligence: How well you understand and manage your own emotions and those of others.
How it Works
After you answer all the questions, the assessment gives you a predicted leadership style. It’s not a definitive answer, but more of a suggestion. What I like is that once you get your result, you can then take a more detailed test. Plus, they usually provide an article that explains that particular leadership trait in more detail. It’s a nice way to learn a bit more about yourself and how you might lead.
I think it’s really important to remember that these kinds of assessments are just tools. They give you a snapshot, but they don’t tell the whole story. Your real leadership journey is about continuous learning and adapting, not just what a test says about you on one particular day. It’s about how you apply what you learn and how you grow over time. It’s all part of developing a strong leadership mindset.
Pricing
One of the best things about the MindTools Leadership Skills Assessment is that it’s free. You can just go online and take it without having to pay anything. That makes it really accessible if you’re just curious or if you’re on a tight budget. It’s a good way to dip your toes into leadership assessment without any commitment.