Assessing and understanding our leadership style enables us to develop our management skills and exercise positive leadership.
TLT TM– Workplace Leadership Test
Mathieu Busque-Carrier, Ph.D., c.o. org., Yann Le Corff, Ph.D., c.o..
An essential tool in a professional development or coaching plan.
The dimensions of leadership at work are akin to personality traits, in that they represent broad trends in a person's behaviors, beliefs and attitudes in a managerial role in the workplace.
The Test positions your leadership style on a bipolar axis, i.e. each dimension is characterized by two opposite poles, and each person can be situated on a continuum between these two poles according to their degree of resemblance to one or the other.
Leadership style differs from personality traits, however, in that it is contextual to the exercise of a management role in the workplace; it is therefore much more likely to be influenced by context, to change over time, and to be amenable to modification through intervention (for example, through an individualized development plan).
Typology of TLT measurement
The TLT differs from most other psychometric inventories.ques by the nature of its items.
Indeed, the TLT items are bipolar and combine the forced choice and the Likert type scale.
Concretely, each item presents a description of two opposite poles and the respondent must indicate, on a five-point response continuum, which of the two poles best describes him. It therefore follows that each of the fivethey of the TLT measure two opposite poles of the same dimension of leadership at work.
Assessing your leadership style in 5 areas
Innovation vs. Continuity
Measuring the degree of leadership between innovation and continuity
The Innovation cluster indicates a leadership style that values change, innovation and the search for novelty.
Continuity indicates a leadership style that values stability and continuity.
Planning vs. Adaptation
A measure of the degree of leadership between planning and improvising and adapting
As its name suggests, the Planning cluster indicates a leadership style in which planning and organization play a very important role. This style of leader sets up a structured work environment, insists that pre-established procedures are rigorously followed, and constantly tries to anticipate problems so as to prepare for them in advance.
The Adaptation pole characterizes a leader who prefers to find solutions in real time when problems arise, rather than trying to anticipate them in advance.
Regulation vs. Sensitivity Emotional
A measure of leadership's ability to manage emotions
The Emotional Regulation cluster characterizes a leader who doesn't let his emotions get in the way of his decision-making. He is in control of his stress and negative emotions such as anger and discouragement, and does not show them to those under his leadership. He doesn't let himself be affected by what those under his leadership think of him, and accepts that he may not please everyone.
The Emotional Sensitivity cluster characterizes a leader who generally has difficulty keeping his stress and negative emotions (such as anger, discouragement) under control, putting them aside in his decision-making and not letting them show in front of the people under his management.
Demanding vs. Flexible
Measuring the degree of leadership between strict directives and autonomy
The Demanding pole characterizes a leader with firm requirements and strict directives. He has a very low tolerance for failure and believes that there is often only one right way of doing things.
The Flexibility cluster characterizes a leader who believes that the people under his or her direction perform best when given maximum autonomy. He believes there are different right ways of doing things, and his expectations and directives are always negotiable.
Managerial courage vs laissez-faire
A measure of the degree of leadership in the interventionist mode
The Managerial Courage pole indicates a style of leadership inclined to go ahead of things to solve problems and to be attentive to the problems of the people under his direction.
The laissez-faire pole indicates a leader who tends to let problems take care of themselves and avoid getting involved. He favors decisions that do not create controversy or frustration and he tends to backtrack on his decisions when they are questioned.
Fournir une appréciation du style de Leadership dans un contexte de travail
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Evaluation de potentiel
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