Leadership Orientation

Self Perception

Instructions: Read each statement and check whether you agree (A) or disagree (D) with the statement as it
pertains to your leadership orientation.

1. I regularly check my staff to see if they do what they say they will do. Agree Disagree

2. I care about my staffs feelings. Agree Disagree

3. I believe team-work is the best way to benefit from different individual approaches. Agree Disagree

4. I find time to listen to staffs concerns and problems. Agree Disagree

5. I ensure that targets, objectives and performance standards are agreed by the
team as a whole. Agree Disagree

6. I discipline staff members who make mistakes. Agree Disagree

7. I ensure that most decisions are taken by the team as a whole and not myself. Agree Disagree

8. I keep my staff under control. Agree Disagree

9. I am quick to praise another for their good performance. Agree Disagree

10. I am quick to criticize others when they make mistakes. Agree Disagree

11. I am trusting and trusted. Agree Disagree

12. I prefer to be part of group creativity session rather than thinking

creatively alone. Agree Disagree

13. I provide emotional support to staff members. Agree Disagree

14. I am a coordinator rather than a controller of my team. Agree Disagree

15. I find that if my staff are told exactly what is required and why, they
Will agree to do it. Agree Disagree

16. I prefer to work in a team rather than on my own. Agree Disagree

17. I use my authority to ensure that staff meets their targets of performance. Agree Disagree

18. I have well-developed listening skills and I am a good listener. Agree Disagree

19. I encourage individuals in the group to share their feelings and expectations. Agree Disagree

20. I develop a caring and supportive environment. Agree Disagree

21. I believe that when necessary, the judicious use of threats will get agreement. Agree Disagree

22. I promote staff ideas and suggestions as well as my own. Agree Disagree

Adapted from: Eales-White, R. (1995), Building Your Team, Kogan Page Limited, London
 Leadership Orientation

23. I persuade individuals in the group to share information and support each other. Agree Disagree

24. I persuade other with the use of my authority and appropriate rewards & punishment. Agree Disagree

25. I provide regular feedback to my staff on their performance. Agree Disagree

26. I like to be in charge. Agree Disagree

27. I help others create a shared vision and understanding. Agree Disagree

28. I prefer working with a team to working with an individual. Agree Disagree

29. I recognize the need to be sensitive to staff members feelings Agree Disagree

30. I discipline poor performers. Agree Disagree

31. I believe that the best agreement is when both sides win. Agree Disagree

32. I push my views strongly. Agree Disagree

33. I usually carry out communications and feedback in a team context. Agree Disagree

34. I make my staff aware that I mean what I say, so they do what I request. Agree Disagree

35. I openly express my thoughts and feelings and encourage my staff to

express theirs. Agree Disagree

36. I am a catalyst and facilitator rather than a commander of my unit. Agree Disagree

Adapted from: Eales-White, R. (1995), Building Your Team, Kogan Page Limited, London
 Leadership Orientation

Unit Members Perceptions

Instructions: Read each statement and check whether you agree (A) or disagree (D) with the statement as it
pertains to your supervisor.

1. My supervisor regularly checks that members of the unit do what they

say they will do. Agree Disagree

2. My supervisor cares about their staffs feelings. Agree Disagree

3. My supervisor believes team-work is the best way to benefit from different

Individual approaches. Agree Disagree

4. My supervisor finds time to listen to staffs concerns and problems. Agree Disagree

5. My supervisor ensures that targets, objectives and performance standards

are agreed on by the team as a whole. Agree Disagree

6. My supervisor disciplines members of the unit who make mistakes. Agree Disagree

7. My supervisor ensures that most decision are taken by the team as a whole. Agree Disagree

8. My supervisor keeps members of the unit under control. Agree Disagree

9. My supervisor is quick to praise unit members for their good performance. Agree Disagree

10. My supervisor is quick to criticize unit members when they make mistakes. Agree Disagree

11. My supervisor is trusting and trusted by members of the unit. Agree Disagree

12. My supervisor prefers to be part of group creativity sessions rather than

thinking creatively alone. Agree Disagree

13. My supervisor provides emotional support to unit members. Agree Disagree

14. My supervisor is a coordinator rather than a controller of their unit. Agree Disagree

15. My supervisor finds that if unit members are told exactly what is required
and why, they will agree to do it. Agree Disagree

16. My supervisor prefers working on a team rather than on their own. Agree Disagree

17. My supervisor uses their authority to ensure that staff meets their
performance targets. Agree Disagree

18. My supervisor has well-developed listening skills and is a good listener. Agree Disagree

19. My supervisor encourages individuals in the unit to share their feelings

and expectations. Agree Disagree

20. My supervisor develops a caring and supportive environment. Agree Disagree

Adapted from: Eales-White, R. (1995), Building Your Team, Kogan Page Limited, London
 Leadership Orientation

21. My supervisor believes that when necessary, the judicious use of threats
will get agreement. Agree Disagree

22. My supervisor promotes not just their own ideas and suggestions but also
those of unit members. Agree Disagree

23. My supervisor persuades individuals in the unit to share information and

support each other. Agree Disagree

24. My supervisor persuades others with the use of authority and appropriate
rewards and punishment. Agree Disagree

25. My supervisor provides regular feedback to the unit members on their performance. Agree Disagree

26. My supervisor likes to be in charge. Agree Disagree

27. My supervisor helps others create a shared vision and understanding. Agree Disagree

28. My supervisor prefers working with a team to working with an individual. Agree Disagree

29. My supervisor recognizes the need to be sensitive to unit members feelings. Agree Disagree

30. My supervisor disciplines poor performers. Agree Disagree

31. My supervisor believes that the best agreement is when both sides win. Agree Disagree

32. My supervisor pushes their own views strongly. Agree Disagree

33. My supervisor usually carries out communications and feedback in

a team context. Agree Disagree

34. My supervisor makes unit members aware that what is said is meant and
that unit members should do what is requested. Agree Disagree

35. My supervisor openly expresses their own thoughts and feelings and
Encourages unit members to express theirs. Agree Disagree

36. My supervisor is a catalyst and facilitator rather than a commander of the unit. Agree Disagree

Adapted from: Eales-White, R. (1995), Building Your Team, Kogan Page Limited, London
 Leadership Orientation

Leadership Orientation Scoring Sheet

Instructions: Circle the question numbers in the table below that you only answered Agreed too. Put the
total number of circled questions at the bottom of each column.

Leadership Orientation Scoring Sheet (Self Perception)

Controlling Supporting Team

Question Number
1 2 3

6 4 5

8 9 7

10 11 12

15 13 14

17 18 16

21 20 19

24 22 23

26 25 27

30 29 28

32 31 33

34 35 36

Totals:

Adapted from: Eales-White, R. (1995), Building Your Team, Kogan Page Limited, London
 Leadership Orientation

Leadership Orientation Scoring Sheet

Instructions: Circle the question numbers in the table below that you only answered Agreed too. Put the
total number of circled questions at the bottom of each column.

Leadership Orientation Scoring Sheet (Unit Members Perception)

Controlling Supporting Team

Question Number
1 2 3

6 4 5

8 9 7

10 11 12

15 13 14

17 18 16

21 20 19

24 22 23

26 25 27

30 29 28

32 31 33

34 35 36

Totals:

Note: The training buddy will have to average all scores collected before graphing this section.

Adapted from: Eales-White, R. (1995), Building Your Team, Kogan Page Limited, London
 Leadership Orientation

Leadership Orientation Comparison Graph

Instructions:
1. Place a check mark in each of the separate totals (self and unit member perception scores) in the
columns below.
2. Next, shade in those areas from the check mark all the way to the bottom of the table.
3. Please make sure to use a different color or marking scheme (i.e., Self should be shaded or marked
all the same and Unit should have a different shading or marking scheme).
4. The purpose for the different marking or shading schemes is to make a graph that shows the contrast
between what your perceptions are and those of your unit.

Score CONTROLLING SUPPORTING TEAM

T Self Unit Self Unit Self Unit
ot
al
s
12

11

10

Adapted from: Eales-White, R. (1995), Building Your Team, Kogan Page Limited, London