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Leader Preference for Different Forms of Power Test

See how you prefer to influence your team in 2 minutes. Get a clear snapshot of your go to power style to lead with more confidence and flexibility.
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Questions: 102 minutes
Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.
08:30
October 2, 2025
October 2, 2025
Material has been updated
24118 views
2405 completions
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Scale Explorer
How the Scales are Structured
example score
6/10
Charismatic Power (CP)
Measures how much a leader relies on personal appeal and charisma to influence others.
Low
Moderate
High
0 – 4: Low | 4 – 7: Moderate | 7 – 10: High
A score of 6 suggests a moderate tendency to use personal charm and individual influence, alongside other forms of power.
example score
5/10
Traditional Power (TP)
Measures how much a leader prefers to rely on established norms, customs, and traditions when influencing and managing others.
Low
Moderate
High
0 – 3: Low | 4 – 6: Moderate | 7 – 10: High
A score of 5 indicates a moderate tendency to use traditions and established practices as one of several influence tools rather than as a primary basis for leadership decisions.
example score
7/10
Expert Power (EP)
Expert Authority measures how strongly a leader prefers to influence others through professional knowledge, experience, and competence.
Low reliance
Balanced use
High reliance
0 – 4: Low reliance | 5 – 6: Balanced use | 7 – 10: High reliance
A score of 7 indicates a strong preference to gain influence primarily through demonstrating expertise and competence.
example score
4/10
Sanction-Based Power (SP)
This scale measures how much a leader prefers using punishments and restrictions (sanctions) to influence subordinates.
Low
Moderate
High
0 – 3: Low | 4 – 6: Moderate | 7 – 10: High
A score of 4 indicates a moderate preference for sanction-based influence, suggesting you may use restrictions at times but do not rely on them as a primary leadership tool.
example score
6/10
Reward Power (RP)
Measures how strongly a leader prefers influencing others through incentives and rewards.
Low
Moderate
High
0 – 4: Low | 5 – 6: Moderate | 7 – 10: High
A score of 6 indicates a moderate preference for using rewards as a tool to influence and manage subordinates.
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DATA-BASED USER COHORTS
Who Usually Takes This Test?
People Managers and Team Leads
41%OF USERS
They take it to understand which influence style they default to and how it affects day-to-day team performance.
Newly Promoted Leaders
34%OF USERS
They use it to quickly calibrate how to guide former peers and choose the most effective ways to gain commitment.
HR and Leadership Coaches
25%OF USERS
They take it to support coaching conversations and tailor leadership development plans around how a leader uses power.
BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.
RESULTS YOU CAN ACTUALLY USE
What You’ll See After You Finish the Test
Scale Results
— Explained Clearly
Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.
AI-Powered
Interpretation
A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.
Statistical
Comparison
See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.
Practical
Recommendations
Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.
AI-Detected
Insights
Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.
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Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.
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Used in 52+ countries
Benchmarking
See How You Compare
Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.
Charismatic Authority (CA)
Average
5.9
Normal range
4.3 — 7.5
min.
0
max.
10
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
Traditional authority (Ta)
Average
5.9
Normal range
4.7 — 7.1
min.
0
max.
10
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
Expert Authority (EA)
Average
5.5
Normal range
3.7 — 7.3
min.
0
max.
10
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
Power Based on Sanctions (PBoS)
Average
7
Normal range
5.1 — 8.8
min.
0
max.
10
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
Power Based on Reward (PBoR)
Average
7.2
Normal range
5.8 — 8.6
min.
0
max.
10
majority
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.
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CLEAR ANSWERS TO COMMON QUESTIONS
Frequently Asked Questions

Any questions left?

What does this assessment measure?
It measures preferred ways of influencing others at work. It summarizes the relative use of different power bases such as authority, expertise, and personal influence.
Who is this assessment intended for?
It is intended for people in leadership or supervisory roles and for those preparing for such roles. It may also be used in leadership development and coaching settings.
How long does it take and how many items are included?
Completion time is about 2 minutes. The questionnaire includes 10 items.
How should responses be selected?
Select the option that best reflects what seems most effective in typical work situations. Use the first response that comes to mind and avoid overthinking.
How should results be interpreted?
Scores indicate which influence strategies are most preferred and which are less preferred. Results describe tendencies and should be considered alongside role demands, organizational norms, and other performance information.
WHAT THE TEST MEASURES
About This Assessment

Leader Preference for Different Forms of Power Test

businessleadership style

This brief self-report measure examines a leader’s preferred ways of influencing others in a work context. Leader Preference for Different Forms of Power is based on the power typology described by John R. P. French and Bertram Raven.

Respondents rate a series of influence approaches, yielding a profile of relative preference across different forms of power. The instrument contains 10 items and typically requires about 2 minutes to complete.

Results from Leader Preference for Different Forms of Power are intended to support structured reflection and discussion in leadership development, coaching, or organizational assessment settings, and should be interpreted in the context of relevant job demands and other assessment information.

Author: Bertram Raven, John R. P. French
Literature: French, J. R. P., Jr., & Raven, B. The bases of social power. In D. Cartwright (Ed.), Studies in social power. University of Michigan. 1959.
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