Assessment - 6 STYLES OF MANAGING PEOPLE
This questionnaire has been designed to help you to assess your approach to working and communicating with other people. It lists a number of different ways in which you might act towards people that you work with and asks you to think about how often you act in each of these ways.

None of these behaviors are good or bad in themselves. There are no " right " or " wrong " answers. You will get the most value from this exercise by being completely honest with yourself. Don't spend too long considering your replies: your immediate spontaneous answer is likely to be the most appropriate.

If you find it difficult to give just one answer to a question ( perhaps because you consider that you act differently towards different people ), we suggest that you try to give an " average answer " on this form. You can then raise this issue for discussion at a later review. When you have finished ALL the questions, please transfer your answers to the Score Sheet.

" When working with colleagues, I tend to do the following .... "
0 - Not at all ( or ' not applicable ' )
1 - Rarely
2 - Sometimes, but not often
3 - Quite often
4 - Often
5 - Very Often

" Whilst working with my colleagues ( Manager, Direct Reports & Stakeholders ), I tend to do the following .... "
Email *
Name *
1. Advise them of the appropriate action to take *
2. Explain the purpose of task *
3. Raise their awareness of their own learning needs *
4. Ask them to tell me about a negative incident which they have experience *
5. Encourage them to set their own goals *
6. Show my respect to them as individuals *
7. Give them feedback about the impact of their behavior *
8. Invite them to talk about a difficult experience of theirs *
9. Help them to reflect on their experiences *
10. Express willingness to offer support or help *
11. Suggest that they choose a particular solution *
12. Inform them about an opportunity to learn *
13. Ask them what they have learnt from a particular incident or situation *
14. Acknowledge the value of their ideas, beliefs, opinions *
15. Persuade them to take a particular approach *
16. Give my interpretation of their behavior *
17. Ask questions to uncover what they are avoiding or hiding *
18. Encourage them to express their feelings and emotions *
19. Apologize for anything I do which is unhelpful or unreasonable *
20. Ask them how they can apply what they have to learnt *
21. Help them to recognize their own emotions and the impact of these on their work *
22. Challenge them when they are being defensive or denying certain realities *
23. Make them aware of the choices open to them *
24. Ask them to change their behavior *
25. Ask them how they feel about a successful piece of work they have done *
26. Make them aware of their mistakes *
27. Offer them explanation of what has happened after a meeting or a review *
28. Inform them about a success criteria for a task, meeting or a piece of work *
29. Ask open questions to promote new insights *
30. Praise them for a job well done *
31. Encourage them to find their own solutions and answers *
32. Ask them why they are upset or angry *
33. Offer them support when they are in difficulties *
34. Present facts which contradicts their opinion *
35. Demonstrate skills and or actions which I want them to copy *
36. Give the information they need to achieve a task *
37. Draw their attention to facts which they have missed *
38. Describe what I see in their behavior *
39. Make them feel welcome when we meet *
40. Recommend the best way to do something *
41. Challenge their assumptions *
42. Ask them to evaluate their own performance *
43. Give them feedback about their own performance and achievement *
44. Propose the best course of action for them to take *
45. Ask them to express the feelings which are blocking their ability to work on the matter in hand *
46. Show them the consequences of their action *
47. Ask them to set their own work objectives and target *
48. Make myself accessible to them when needed *
49. Help them without interfering or doing the work on their behalf *
50. Ask them how they feel about current difficulty *
51. Encourage them to feel good about themselves and their role *
52. Tell them where to go to find information and help *
53. Show them how to correct their mistakes *
54. Confront issues of poor performance *
55. Tell them how to get started on a new task *
56. Reveal information about my own experience *
57. Affirm positive qualities or action of theirs which they are denying *
58. Help them to express their insights and learning after an experience *
59. Help them to map out their present understanding *
60. Share information about my own failures and weakness *
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