What kind of leader are you?

Integrity

Independence

Trust

Teamwork

Democratic

Laidback

Self-sufficient

Consistent

Introvert

Extrovert

Someone who values the opinions of others.

Someone open and trusting.

Someone who’s honest and genuine.

Someone authoritative, who isn’t afraid to think for themselves.

I’d offer some advice when they asked for it.

I’d find somewhere private where we could talk and offer appropriate advice. Afterwards, I’d touch base occasionally, to check they were okay.

I’d talk through their problem with them, and help them formulate an action plan.

I’d recommend they speak to HR for support.

Let them rectify the mistake on their own – you trust their problem-solving skills and don’t want them to feel under pressure.

Work out how to rectify the situation before speaking to the member of staff involved, making them aware of the impact their mistake has had.

Speak to the staff member in private. Together, talk through what happened, before working with them to quickly formulate an action plan.

Call them into your office to reassure them that you aren’t angry, before working with them for as long as necessary on how to proceed.

I’d schedule occasional catch-ups, offering employees the chance to bring up anything pertinent, and organise more formal, bi-annual reviews.

I’d hold regular team catch-up meetings where everyone can offer updates.

I’d put processes in place to accurately monitor their daily activity (such as time tracking tools), and check in with them throughout the day.

I’d leave my team to get on with their tasks. I trust them to delegate effectively and meet deadlines.

Listen to their worries and let them go away to formulate a plan of action with the team.

Sit down to talk through their worries informally, before pulling together a plan of action and working through possible solutions with the whole team.

Get the whole team together to discuss potential changes. You won’t put anything in place without their input.

I examine the situation and decide whether their concerns are valid, and then decide how to move forward.

It’s great to be a friend to your team. Informality and freedom create a comfortable working environment. I’d hate to dictate.

I don’t think it’s important to be a friend: more a peer. This sets clear boundaries and discourages employees from taking advantage.

I think it’s good to be empathetic and make it clear that your door is open. Making your team feel involved is a great motivator.

I think that being approachable is really important. I don’t want my team to be too scared to talk to me, or feel they need to hide their mistakes.

Being able to stand on my own two feet and forge a career I can be proud of.

Being liked, and not trying to hold total control over my life.

Supporting your loved ones and surrounding yourself with good people.

Being optimistic and having trust in people. More often than not, they’ll come through.