Management Style Quiz: Learn How You Guide and Support Your Team

1. A new project just landed on your team's plate. What's your first move?

Cast a bold vision for what success looks like and get everyone excited about the possibilities.

Sit down with each team member to understand their strengths and assign roles accordingly.

Create a detailed project plan with clear milestones, deadlines, and responsibilities.

Call a team meeting to brainstorm together and decide on the approach as a group.

2. One of your team members is struggling to meet their targets. How do you handle it?

Schedule a one-on-one to understand what's going on personally and professionally, then create a support plan.

Review their performance data, identify the gaps, and set a clear improvement plan with checkpoints.

Ask the team if anyone has ideas or resources that could help their colleague get back on track.

Assess the root cause and decide whether they need more autonomy, more structure, or more coaching.

3. How do you prefer to give feedback to your team?

Tie feedback to the bigger vision — how their work contributes to where we're all headed.

Give warm, personalized feedback that acknowledges effort and focuses on growth.

Be direct and specific — clear expectations, clear outcomes, no ambiguity.

Encourage peer feedback sessions so the whole team learns together.

4. Your team disagrees on the best approach to a key decision. What do you do?

Make the call yourself based on which direction aligns best with the long-term vision.

Facilitate a discussion where everyone shares their perspective before reaching a group consensus.

Analyze the options objectively and decide based on data and what's most practical.

Set a structured decision-making process so the team evaluates each option against clear criteria.

5. What does a successful team culture look like to you?

A culture of innovation where people feel free to take risks and think big.

A culture of trust and psychological safety where people feel valued and supported.

A culture of discipline and excellence where standards are high and results are consistent.

A culture of collaboration where everyone has a voice and decisions are made together.

6. How do you typically run team meetings?

I use meetings to energize the team, share the big picture, and spark new ideas.

I check in on how everyone is doing personally before diving into work topics.

I follow a strict agenda, track action items, and ensure every minute is productive.

I adapt the meeting format based on what the team needs most that week.

7. A high-performing team member asks for more independence on their projects. How do you respond?

Absolutely — I trust talented people to run with their ideas as long as they align with our vision.

I have a conversation to understand what kind of independence they're looking for and how I can support it.

I grant autonomy within a defined framework so there's still accountability and structure.

I evaluate their readiness and adjust my level of involvement based on the situation.

8. When your team achieves a major milestone, how do you celebrate?

I rally the team around what this achievement means for our bigger mission and what's next.

I personally acknowledge each person's contribution and make sure everyone feels recognized.

I document what worked well and use it as a benchmark for future performance.

I let the team decide how they want to celebrate — it's their win after all.

9. How do you approach professional development for your team members?

I encourage them to pursue bold, ambitious learning that prepares them for future leadership.

I create personalized development plans based on each person's goals and growth areas.

I set clear development milestones and track progress regularly to ensure accountability.

I involve the whole team in learning opportunities and encourage knowledge sharing.

10. There's a conflict between two team members affecting the group dynamic. What's your approach?

Remind both parties of the shared mission and how their conflict is getting in the way of something bigger.

Meet with each person individually to understand their feelings, then bring them together for a mediated conversation.

Establish clear expectations for professional conduct and put a resolution process in place.

Assess the nature of the conflict first, then decide whether to mediate directly or involve the broader team.