Situational Leadership Quiz
Look at the situations below and choose the one you feel will produce the best results.

5 Sample Questions

Your team members are not responding lately to your friendly conversation and obvious concern for their welfare. You have also noticed that aspects in their performance are starting to deteriorate and standards seem to be slipping.

  • A. Call a team meeting, emphasise strongly the importance of standards and the necessity for task accomplishment.
  • B. Make yourself available for discussion but don't push.
  • C. Talk with your team members individually and then set team goals and objectives.
  • D. Intentionally do not intervene as you are sure they will recognise the need for improvement.

The observable performance of your group is increasing steadily. You have instigated monthly performance counselling and have been making sure that all members were aware of their roles, current objectives and standards. What would you do to maintain this increase?

  • A. Engage in friendly interaction, but continue to make sure that all members are aware of their roles and standards.
  • B. Take no more definite action than you are currently doing.
  • C. Do what you can to make the group feel important and involved.
  • D. Keep emphasising the importance of deadlines and tasks to dispel any chance of complacency.

Your boss has appointed you to head a task force that is far overdue in making requested recommendations for change. The group is not clear on its goals. Attendance at sessions has been poor. Their meetings have turned into social gatherings. Potentially they have the talent necessary to help but don’t seem to see the importance and priority of the task.

  • A. Continue to let them work it out.
  • B. At the next project meeting explain the seriousness of the situation and ask for ideas. Incorporate group recommendations, but see that objectives are met.
  • C. You decide that ‘enough is enough’ and you plan to strongly redefine goals, reallocate individual responsibilities. You intend to supervise carefully.
  • D. Allow group involvement in setting goals, but don't push if they think their ideas are feasible.

Group performance and interpersonal relations are good. You’ve always adopted a free and easy management style with your team and you like them a lot. However, you sometimes feel somewhat unsure about your lack of direction of the group. What do you do?

  • A. Leave the group alone.
  • B. Discuss the situation with the group about whether you should change your management of the team and then initiate necessary changes
  • C. Take steps to direct individuals toward working in a structured and well-defined manner.
  • D. Tread carefully. You are aware that this type of change could potentially hurt the boss-subordinate relationship if you become too directive.

You are considering major changes in your organisational structure. Members of the group have made suggestions about change. The group has always demonstrated flexibility in its day-to-day operations.

  • A. Announce the change and supervise carefully.
  • B. Acquire group’s approval on the change and allow members to organise implementation.
  • C. Be willing to make changes as recommended by the team members, but maintain control of implementation.
  • D. Avoid potential confrontation, do not change anything and leave things well alone.

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