Bill Wagner's - The Entrepreneur Next Door

Leadership Test

40 questions, 15-20 min

Part 1 of 4

How do you feel about yourself?

	I feel great, no improvements necessary.
	I feel great, but there is always room for improvement.
	I am OK, no improvements necessary.
	I am OK, but there is always room for improvement.
	I don't feel good about myself but I am working on it.
	I don't feel good about myself and I gave up trying to feel better.

When you delegate a task to an individual, what defines the standards by which you measure his/her performance?

	how well you would do it
	the person's past performance
	challenging but achievable standards set à priori
	minimum standards must be met

When the person to whom you delegated the job makes a mistake,

	I explain why I cannot ask her/him to do that sort of job in the future, so that there are no surprises.
	I correct the error without telling the person because I don't want to discourage him/her.
	I explain in extensive detail how the mistake jeopardized the reputation of the team/company to ensure that s/he feels guilty and understands the implications.
	I explain what the mistake was, ask the person to correct it, and make sure preventive measures are implemented for the future.

In my opinion, how other members of the group see me is:

	extremely relevant to the success of the group.
	very relevant to the success of the group.
	somewhat relevant to the success of the group.
	not really relevant to the success of the group.
	not relevant at all to the success of the group.

When in a group situation,

	I readily share my opinions, ideas, feelings and information to help the group discussion.
	I generally prefer not to get too involved, even though, in principle, I don't mind sharing my opinions, ideas, feelings and information.
	I feel I am better off not sharing my opinions, ideas, feelings and information.
	I would feel threatened if I were to share my opinions, ideas, feelings and information.
	I feel that it would be a strategic mistake to share my opinions, ideas, feelings and information.

When in a group situation,

	I always actively invite others to take part in the discussion.
	I usually actively invite others to take part in the discussion.
	I seldom actively invite others to take part in the discussion.
	I usually leave people who don't participate alone.
	I always leave people who don't participate alone.

When someone in my group shares a good idea, I

	feel annoyed that I did not come up with it first.
	feel threatened because that person has invaded my sphere of expertise.
	stop participating in the discussion because that person makes me feel small and/or incompetent.
	quietly feel happy for her/him.
	let him/her know that I value his/her contribution.

When in a group situation,

	I always ask others for input (facts, opinions, feelings) about the issue on hand.
	I usually ask others for input (facts, opinions, feelings) about the issue on hand.
	I rarely ask others for input (facts, opinions, feelings) about the issue on hand.
	I mostly prefer to rely on my own assessment of the issue without asking for input.
	I always prefer to rely on my own assessment of the issue without asking for input.