Leadership Style Questionnaire Form Template
Uncover your unique approach to leadership with this insightful template
Are you unsure of your leadership style and how it affects your team? This Leadership Style Questionnaire template helps you gain clarity on your leadership tendencies and preferences. You'll uncover valuable insights into your approach, enhance your leadership skills, and improve team collaboration, all while fostering a stronger organizational culture. Plus, the WCAG-aligned design ensures accessibility for all users. Start exploring your leadership style with this customizable template today.
When to use this form
Use this form when you need a clear read on how your supervisors and team leads guide people and decisions. Run it during new manager onboarding, before 360 reviews, or when reshaping a project team after reorg. HR, L&D, and department heads get a shared view of decision-making, delegation, and coaching habits, so you can match leaders to the right work and reduce friction. Compare self-perception with team input using the Manager survey form. Pair results with a Staff skills survey form to align strengths with responsibilities, and use the Employee retention survey form to monitor whether leadership fit supports engagement over time.
Must Ask Leadership Style Questionnaire Questions
- How do you prefer to make decisions when deadlines are tight?
This reveals whether you lean directive, data-driven, or collaborative under pressure. Knowing this helps assign roles and set approvals for time-critical work.
- How much autonomy do you give team members on routine tasks?
Your answer shows your delegation threshold and trust level. It helps define guardrails, SOPs, and where coaching is needed.
- When giving feedback, what is your default approach?
Clarity on whether you coach, correct, or praise-first shapes how people hear you. You can pair this with the Mood meter form to watch how feedback style impacts team morale.
- What do you prioritize when trade-offs appear: speed, quality, or learning?
This surfaces your core value in tough moments. Teams can plan sprints and measures that match your bias, reducing rework.
- How do you handle conflict inside the team?
Your method (mediate, decide, or let peers resolve) signals how safe and fast issues get closed. Responses guide escalation paths and training for difficult conversations.
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