Leadership
Evaluating and understanding our leadership style allows us to develop our management skills and exercise positive leadership.
TLT TM – Workplace Leadership Test
Mathieu Busque-Carrier, Ph. D., co org., Yann Le Corff, Ph. D., co.
An essential tool in a professional development or coaching plan.
The dimensions of leadership at work are similar to personality traits, in that they represent major trends in the behaviors, beliefs, and attitudes of a person in a management role in the workplace.
The Test positions your leadership style on a bipolar axis, meaning that each dimension is characterized by two opposing poles and each person can be placed 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 able to be modified by intervention (for example, by an individualized development plan).
Typology of TLT measurement
The TLT differs from most other psychometric inventories in the nature of its items.
Indeed, the items in the TLT are bipolar and combine forced choice and Likert-type scale.
Specifically, each item presents a description of two opposing poles, and the respondent must indicate, on a five-point response continuum, which of the two poles best describes them. As a result, each of the five TLT scales measures two opposing poles of the same dimension of leadership at work.
Evaluate your leadership style in 5 areas
Innovation vs. Continuity
Measuring the degree of leadership between innovation and continuity
The "Innovation" group indicates a leadership style that values change, innovation, and the pursuit of 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. emotional sensitivity
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.
The Leadership Test is available on our digital platform irptesting.com
Objective
Provide an appreciation of leadership style in a work context
LANGUAGES
French
English
Users
Guidance counselor,
Human Resources Advisor, Organizational Psychologists
Duration
10 minutes
Context
Professional development
Recruitment,
Potential assessment
Administration
On the digital platform irptesting.com