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Expert Rating of Organizational Activity Style3

Expert Rating of Organizational Activity Style Test

Completed in about four minutes, the Expert Rating of Organizational Activity Style Test uses 18 questions to outline how a leader handles decisions, conflict, consultation, initiative, and group involvement. The result can support reflection on organizational habits and help clarify how different leadership responses may affect a team.

Questions: 184 minutes

Expert Rating of Organizational: situation and reply bubbles

October 2, 2025October 2, 2025Material has been updatedOctober 2, 2025Material has been published

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Scale Explorer

How the Scales are Structured

Drifting RaftDR

Measures the extent to which a leader uses a passive, go-with-the-flow organizational style with minimal initiative or intervention.

example score5/20

5/20Low driftingexample score

0 – 8Low drifting

9 – 15Moderate drifting

16 – 20High drifting

A score of 5 falls in the Low drifting range, suggesting a generally active organizational approach with limited tendency to avoid initiative or intervention.

Shuttle MediatorSM

Measures the tendency to manage team tensions by avoiding direct confrontation and seeking compromises between members.

example score16/25

16/25Strong shuttlingexample score

0 – 8Direct approach

9 – 15Situational shuttling

16 – 25Strong shuttling

A score of 16 indicates a strong preference for smoothing conflicts through compromise and accommodating multiple sides rather than addressing disagreements directly.

Returning BoomerangRB

Measures how strongly a leader tends to consult the team and incorporate participants’ input before making decisions.

example score11/20

11/20Moderate consultationexample score

0 – 8Low consultation

9 – 15Moderate consultation

16 – 20High consultation

A score of 11 indicates a moderate tendency to discuss options with the team and consider collective feedback before final decisions.

Striking ArrowsSA

Measures the extent to which a leader relies on independent, decisive, persistent decision-making rather than involving others.

example score3/25

3/25Lowexample score

0 – 8Low

9 – 15Moderate

16 – 25High

A score of 3 falls in the Low range, suggesting a limited tendency toward acting independently and pushing decisions through without relying on others.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Youth group leaders

41%OF USERS

People who lead or coordinate youth teams take it to see whether their organizing style is more directive, democratic, or mixed.

Program coordinators and mentors

33%OF USERS

Adults who supervise youth projects use it to tailor guidance, feedback, and role assignments for young leaders.

HR and training specialists

26%OF USERS

Staff who select or develop team leaders use it to quickly compare leadership styles and plan targeted development activities.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Shaded area — where most people score

Dot — the average

You — your score lands on each curve after the test— your score, after the test

Floating RaftFR

You?

Average10.4

Typical rangeTypical7.4 – 13.5

Possible0 – 20

Shuttling shuttleSs

You?

Average12.6

Typical rangeTypical9.2 – 16

Possible0 – 25

Returning BoomerangRB

You?

Average11.9

Typical rangeTypical9.3 – 14.5

Possible0 – 20

Piercing ArrowsPA

You?

Average9.9

Typical rangeTypical5.9 – 13.9

Possible0 – 25

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SAMPLE QUESTIONS

Example Questions From the Test

Below is a series of techniques and methods of influence used by leaders in managing their group. Rate the extent to which each characteristic is typical of this leader in most situations when directing members of the group.

- Used very often
- Used in most situations
- Difficult to determine how often this is shown
- Used rarely
- Not used in leadership practice
- This approach is used very often
- This approach is used in most cases
- Difficult to determine whether it is shown
- Used rarely
- Not used in organizational practice
- Used very often
- Used in most situations
- Difficult to determine whether it is shown
- Used rarely
- Not used in organizational practice

These are 3 of the 18 real questions — the rest appear in the test. No sign-up needed to start.

WHAT THE TEST MEASURES

Expert Rating of Organizational Activity Style Test - Description and methodology of the test

leadership style

People with direct knowledge of a leader’s work can use this assessment to compare how that leader’s organizational style appears across demanding group situations. The Expert Rating of Organizational Activity Style Test presents a structured profile rather than a single good-or-bad verdict. As an organizational leadership test, it helps evaluators compare recurring patterns when a leader must respond to changing group demands.

What This Assessment Measures

Taken together, the statements examine how a leader handles pressure, disagreement, participation, and follow-through. This leadership style assessment is useful for reviewing a manager’s observable conduct without treating any one style as universally appropriate across teams or situations. The four result dimensions are:

Shuttle Mediator (0-25) reflects indirect conflict resolution through compromise; bands are Direct approach 0-8, Situational shuttling 9-15, and Strong shuttling 16-25.
Drifting Raft (0-20) captures low-intervention, go-with-the-flow leadership; bands are Low drifting 0-8, Moderate drifting 9-15, and High drifting 16-20.
Returning Boomerang (0-20) indicates consultation and collective review; bands are Low consultation 0-8, Moderate consultation 9-15, and High consultation 16-20.
Striking Arrows (0-25) reflects unilateral decisiveness and persistent enforcement; bands are Low 0-8, Moderate 9-15, and High 16-25.

Methodology and Scientific Basis

Each item describes observable leadership behavior: deciding alone, consulting members, moving between subgroups, or avoiding involvement. The item themes cover authority, collective discussion, mediation between groups, and a leader’s readiness to intervene when work becomes difficult. As a leadership decision-making questionnaire, it uses five response choices: very often, in most situations, difficult to determine, rarely, or not used. This makes the task a structured observer rating rather than a free-form personality description.

Results are reported on four displayed scale scores, but the item-to-score assignments are not specified and should not be inferred from the ranges. The bands indicate the apparent strength of each tendency, not a single overall leadership grade. Interpretation should stay with the scores and labels shown.

The questionnaire is conceptually consistent with the organizational activity style procedure described by Fetiskin et al. (2002), but it is not presented as an adaptation of that published instrument. This online questionnaire is presented without standardised norms or reported reliability and validity estimates. Ratings may also shift with the observer’s access to events and current team conditions.

Author: Edwin A. Fleishman

Literature:

Fetiskin, N. P., Kozlov, V. V., & Manuilov, G. M. (2002). Socio-Psychological Diagnostics of the Development of Personality and Small Groups: A Tutorial. Moscow: Institute of Psychotherapy. ISBN 5-89939-086-7.
Lyutoshkin, A. N. (1981). How to Lead Others: For Senior School Students on the Basics of Organizational Work (2nd ed., revised and expanded). Moscow: Prosveshchenie.
Kozlowski, S. W. J., & Ilgen, D. R. (2006). Enhancing the Effectiveness of Work Groups and Teams. Psychological Science in the Public Interest, 7(3), 77-124. 10.1111/j.1529-1006.2006.00030.x

Updated: 2025-10-02