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Inclusive Leadership Analysis Instrument3

Inclusive Leadership Analysis Instrument Test

Designed for people who guide, support, or collaborate with teams, the Inclusive Leadership Analysis Instrument Test contains 29 questions and takes about 6 minutes. Its result highlights patterns across mentoring, teamwork, facilitation, leadership, and one-to-one communication, helping you reflect on how you create participation and support others’ contributions.

Questions: 296 minutes

Inclusive Leadership Analysis Instrument Test: sample question card

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

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Scale Explorer

How the Scales are Structured

Mentor–MenteeMM

Measures how consistently you use inclusive mentoring behaviors that support others’ growth while considering individual differences.

example score2/3

2/3Consistentexample score

0 – 1Developing

2 – 3Consistent

A score of 2 suggests you generally provide inclusive mentoring support and often adapt your guidance to others’ individual needs, with some room to increase consistency.

Team MemberTM

Measures how consistently you show inclusive behaviors as a team member by supporting others and encouraging open exchange of ideas.

example score1/3

1/3Lowexample score

0 – 1Low

2 – 3High

A score of 1 suggests inclusive team-member behaviors are present at times but are not yet consistently expressed across situations.

Team (Moderator)T

Measures how effectively you facilitate team processes to ensure all members have an equal opportunity to participate.

example score3/7

3/7Emergingexample score

0 – 2Developing

3 – 5Emerging

6 – 7Strong

A score of 3 suggests you sometimes create inclusive conditions for participation, with room to more consistently draw in quieter or less-represented voices.

Team (Leader)T

Measures how consistently you use inclusive behaviors as a team leader to engage all members and support diverse viewpoints.

example score2/7

2/7Developing inclusionexample score

0 – 2Developing inclusion

3 – 5Emerging inclusion

6 – 7Strong inclusion

A score of 2 suggests inclusive leadership behaviors are used infrequently, with significant opportunity to more actively engage quieter members and invite diverse perspectives.

One-on-OneOoO

Measures how consistently you use inclusive behaviors in one-to-one conversations by tailoring your approach to the other person’s unique needs and perspective.

example score7/9

7/9Strongexample score

0 – 3Developing

4 – 6Consistent

7 – 9Strong

A score of 7 indicates strong inclusivity in one-on-one interactions, suggesting you usually adapt your communication to the individual and actively make space for their input.

Total ScoreTS

This scale measures your overall level of inclusive leadership behaviors in day-to-day interactions with team members.

example score17/29

17/29Moderate inclusivenessexample score

0 – 9High inclusiveness

10 – 19Moderate inclusiveness

20 – 29Needs strengthening

A score of 17 falls in the Moderate inclusiveness range, suggesting you use several inclusive practices consistently while some behaviors may benefit from more deliberate focus.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

People Team Managers

41%OF USERS

Managers of cross-functional teams take it to see how consistently they create psychological safety, invite diverse input, and act on what they hear.

New and Aspiring Leads

34%OF USERS

First-time leaders use it to benchmark their inclusive habits early and get clear, practical next steps for day-to-day interactions.

HR and L&D Facilitators

25%OF USERS

HR, DEI, and training professionals use it in workshops or coaching to spark reflection and guide targeted development plans.

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

Mentor-ApprenticeM

You?

Average1.1

Typical rangeTypical0.6 – 1.6

Possible0 – 3

Team (member)

You?

Average2.1

Typical rangeTypical1.6 – 2.6

Possible0 – 3

Team (Moderator)T

You?

Average2.7

Typical rangeTypical1.5 – 4

Possible0 – 7

Team (leader)

You?

Average2.2

Typical rangeTypical1.2 – 3.2

Possible0 – 7

One on OneOoO

You?

Average3.5

Typical rangeTypical2.2 – 4.7

Possible0 – 9

Overall scoreOs

You?

Average9.8

Typical rangeTypical5 – 14.6

Possible0 – 29

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SAMPLE QUESTIONS

Example Questions From the Test

- Yes
- No
- Yes
- No
- Yes
- No

These are 3 of the 29 real questions — the rest appear in the test. No sign-up needed to start.

WHAT THE TEST MEASURES

Inclusive Leadership Analysis Instrument Test - Description and methodology of the test

leadership

People who lead meetings, mentor colleagues, or coordinate collaborative work can use the Inclusive Leadership Analysis Instrument Test to examine how consistently they report concrete interaction behaviors such as asking about preferences, inviting contributions, removing barriers, and structuring participation. This inclusive leadership assessment uses self-reports of those behaviors rather than direct observation, so the profile can help a manager, facilitator, mentor, or team member identify habits that support participation and areas needing attention.

What This Assessment Explores

The questionnaire is an inclusive leadership instrument spanning conversations, mentoring, teams, facilitation, and leadership. It covers inviting views, removing barriers, recognizing needs, sharing influence, and participation.

The profile separates these dimensions:

Mentor-Mentee (0-3) covers development-focused mentoring that considers individual characteristics; Developing 0-1, Consistent 2-3.
Team Member (0-3) covers support and open exchange as a team member; Low 0-1, High 2-3.
Team (Moderator) (0-7) covers equal participation in team processes; Developing 0-2, Emerging 3-5, Strong 6-7.
Team (Leader) (0-7) covers engaging members and supporting diverse viewpoints; Developing inclusion 0-2, Emerging inclusion 3-5, Strong inclusion 6-7.
One-on-One (0-9) covers attention to individual characteristics and needs; Developing 0-3, Consistent 4-6, Strong 7-9.
Total Score (0-29) reflects inclusive leadership, culture-building, and role-modeling capacity; lower scores indicate higher inclusiveness; High inclusiveness 0-9, Moderate inclusiveness 10-19, Needs strengthening 20-29.

Methodology and Scientific Basis

The binary format gives this leadership analysis questionnaire a direct focus on observable choices: each statement receives a Yes or No response. Items cover interaction habits, sharing voice, recognizing differences, structuring meetings, and reciprocal mentoring. The questionnaire displays scale ranges and result bands, but the item wording does not specify how each Yes or No response is converted into points.

Conceptually, it is consistent with Northouse’s inclusive-leadership framework, which frames leadership around engaging people and shaping participation; it is not presented as an adaptation of that work. Nembhard and Edmondson (2006) and Carmeli, Reiter-Palmon, and Ziv (2010) connect leader inclusiveness with psychological safety, involvement, improvement efforts, and creative participation. Those sources support the construct, but do not make this online questionnaire a validated version of their measures.

The questionnaire’s own result bands are score categories, not population norms or clinical cutoffs unless such norms are established. Self-report can be affected by self-presentation, current team climate, memory, and limited self-awareness, so the profile is best interpreted alongside observed behavior and context.

Author: Bernard M. Bass, David A. Waldman

Literature:

Northouse, P. G. (2021). Leadership: Theory and Practice (9th ed.). SAGE Publications, Inc.
Nembhard, I. M., & Edmondson, A. C. (2006). Making it safe: The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams. Journal of Organizational Behavior, 27(7), 941-966. 10.1002/job.413
Carmeli, A., Reiter-Palmon, R., & Ziv, E. (2010). Inclusive leadership and employee involvement in creative tasks in the workplace: The mediating role of psychological safety. Creativity Research Journal, 22(3), 250-260. 10.1080/10400419.2010.504654

Updated: 2025-10-02