An easy-to-read guide to the future of management.
- Dyana King, CPC
- Partner, Thinknicity Inc.
John's vision is clear and his ability to communicate the most important elements of any issue have been hugely helpful.
The team mirrors its leader; the leader reflects the team.
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How do you see yourself as a leader. One of the best ways is to see how you work as a team lead. This assessment tool will give you an idea of what kind of leader you are. Answer the questions by selecting a number (i.e., 1 = Very Rarely / No; 2 = Seldom; 3 = Sometimes; and 4 = Often / Yes) corresponding to your honest personal assessment as leader. Once complete, your score will be revealed and you may review the commentary for accuracy.
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Assessment Scoring
No score is conclusive, so review these benchmarks with your personal experience in mind.
- <14 indicates that you put little emphasis on teams, and leadership is defined by process rather than performance. This environment is not the Jedi Captain but it is also not the true Warrior King, but rather a paper version of that historic persona.
- 15-24 indicates that the individualmay place value on working with others but prefers to focus on—and reward—individual performance. Often this is the realm of the professional—doctors, lawyers, consultants, specialized administrators—who work on short-term project teams but depend on their own output for reward. The Warrior King is often dominant when working in such teams.
- 25-35 indicates the true realm of the Warrior King, where the leader knows how to get results, whether through domination or benevolent control, and is usually convinced that their model works, even with the few hiccups that may arise.
- 36-42 indicates an individual who combines many aspects of the Warrior King and some of the Jedi Captain. In an era of changing management perceptions, this leader is continually seeking the optimal model for managing and has developed a skill set that works in most situations to achieve results.
- >42 indicates a leader who has chosen the Jedi Captain as his context for managing and is doing whatever it takes to perfect the Jedi art.
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Question 1 of 12
1. Question
1. The team is linked across and within organizations.
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Question 2 of 12
2. Question
2. Team members are aligned on the team’s objectives, and recognize their inter-dependence.
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Question 3 of 12
3. Question
3. The team knows and acknowledges the formal source of their authority.
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Question 4 of 12
4. Question
4. The team works from a short list (7 or less) of memorable, metrics-based, dependency-identified objectives.
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Question 5 of 12
5. Question
5. The team’s objectives are easy-to-remember, prioritized and represent the vast majority of results required for team success.
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Question 6 of 12
6. Question
6. The team meets regularly to compare results against their objectives, focusing on exceptions/issues.
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Question 7 of 12
7. Question
7. Regular team work review meetings are driven by easy-to-understand graphics and action-oriented recommendations.
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Question 8 of 12
8. Question
8. The team makes rational decisions using consensus or something similar.
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Question 9 of 12
9. Question
9. Team members are encouraged to advocate their point of view but asked to hold any disagreement while committing to actions once a decision is made.
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Question 10 of 12
10. Question
10. Each team member is clear on what is expected and has put in place their own regular feedback system to measure results.
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Question 11 of 12
11. Question
11. Each team members has access to the resources required for their success.
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Question 12 of 12
12. Question
12. Management—which includes the team lead—demonstrates commitment to the development of a high-performance workforce, and regularly—usually annually—breaks to focus on re-creating fast, flexible, and aligned teams.
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