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.
08:30
Scale Explorer
How the Scales are Structured
DATA-BASED USER COHORTS
Who Usually Takes This Test?
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.
Below is a preview of how scores are typically distributed across each scale.
Charismatic Authority (CA)
Charismatic Authority (CA)
Average
5.9
Normal range
4.3 — 7.5
min.
0
max.
10
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Traditional authority (Ta)
Traditional authority (Ta)
Average
5.9
Normal range
4.7 — 7.1
min.
0
max.
10
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Expert Authority (EA)
Expert Authority (EA)
Average
5.5
Normal range
3.7 — 7.3
min.
0
max.
10
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Power Based on Sanctions (PBoS)
Power Based on Sanctions (PBoS)
Average
7
Normal range
5.1 — 8.8
min.
0
max.
10
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Power Based on Reward (PBoR)
Power Based on Reward (PBoR)
Average
7.2
Normal range
5.8 — 8.6
min.
0
max.
10
This curve shows how scores are typically distributed.
Once you complete the test, your result will appear on the scale so you can see how you compare.
Once you complete the test, your result will appear on the scale so you can see how you compare.
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SAMPLE QUESTIONS
Example Questions From the Test
Read carefully the description of each of the 10 situations that may arise during a manager’s interactions with subordinates. Imagine yourself in the role of an organizational manager and, from the five proposed response options, select the managerial approach you consider most acceptable for yourself as a manager.
- Tell them that a bonus may be paid for completing this task.
- Ask them to work faster, because otherwise I may get into trouble as their manager.
- Order them to work faster.
- Suggest the best way to complete the task, based on my extensive experience and knowledge.
- Point out that sanctions may be applied if the work is not completed on time.
- I would apply sanctions, within my authority, to employees who do not carry out my instructions.
- I would point out to my subordinates that I am now their manager, not a colleague, and they are required to follow my instructions.
- I would try to earn my subordinates' respect and trust and build authority among them.
- I would use the rewards available to me to reinforce high-quality work.
- I would try to convince my subordinates that they should listen to my views and instructions because I have greater experience and knowledge.
- Call the employee in and try to persuade them, based on my professional experience, that my instructions are correct.
- Reprimand the employee and reassign the task to another staff member.
- Tell the employee that a subordinate should not make changes to a manager’s directives.
- Point out to the employee that following my directives precisely may bring material benefits (a bonus, a pay raise, etc.).
- Use my personal skills (e.g., clear communication, persuasion) to obtain the desired result from the employee.
WHAT THE TEST MEASURES
About This Assessment
Leader Preference for Different Forms of Power Test - Symptoms and Signs
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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