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leadership

Servant Leadership Questionnaire (SLQ) Test

Take the online Servant Leadership Questionnaire (SLQ) Test - AI psychologist FreudlyYou can take Servant Leadership Questionnaire (SLQ) Test here. Online version of a simple and accurate psychological test with interpretation.en
In six minutes, the Servant Leadership Questionnaire (SLQ) Test guides you through 28 questions about how a leader supports others, makes ethical decisions, develops people, and builds community. Your result highlights prominent strengths and areas for reflection, offering a practical starting point for understanding the assessed leader’s profile.
Questions: 286 minutes
Servant Leadership Questionnaire (SLQ): test ticket with numbers
October 2, 2025October 2, 2025Material has been updatedOctober 2, 2025Material has been published
29,003 views
2,113 completions
1,833 likes
Daniel HallPsychologist · Test reviewer
1,833 likes
Scale Explorer

How the Scales are Structured

Ethical BehaviorEB
Ethical Behavior measures a leader’s consistency in acting with honesty, fairness, and moral integrity in relationships and decisions.
example score16/28
16/28Generally ethicalexample score
4 – 13Needs strengthening
14 – 22Generally ethical
23 – 28Strong ethical model
A score of 16 falls in the Generally ethical range, suggesting ethical principles are usually present but may not be applied consistently across all situations.
Conceptualization SkillsCS
Measures how well a leader thinks strategically, sees the big picture, and generates ideas to guide organizational direction.
example score17/28
17/28Adequateexample score
4 – 13Developing
14 – 22Adequate
23 – 28Strong
A score of 17 falls in the Adequate range, suggesting generally solid big-picture thinking with room to strengthen strategic clarity and idea generation.
Establishing Community ValuesECV
This scale measures how much a leader helps shape and sustain shared values, norms, and a sense of community within a group.
example score14/28
14/28Moderateexample score
4 – 13Low
14 – 22Moderate
23 – 28High
A score of 14 suggests a moderate contribution to establishing community values, with some consistent efforts alongside clear room to strengthen shared norms and trust.
Emotional HealingEH
Emotional Healing measures how well a leader provides emotional support and helps others cope during difficult situations.
example score17/28
17/28Moderate supportexample score
4 – 13Low support
14 – 22Moderate support
23 – 28High support
A score of 17 indicates a moderate capacity to notice others’ emotional needs and provide support during challenging moments, with room to strengthen consistency.
Facilitating Growth and SuccessFGaS
Measures the extent to which a leader actively supports followers’ development and helps them achieve professional success.
example score16/28
16/28Moderate supportexample score
4 – 13Limited support
14 – 22Moderate support
23 – 28Strong support
A score of 16 indicates moderate support for follower growth and success, suggesting development efforts are present but not consistently emphasized.
Empowering FollowersEF
Measures the extent to which a leader delegates authority and supports followers' autonomy and responsibility-taking.
example score12/28
12/28Low empowermentexample score
4 – 13Low empowerment
14 – 22Moderate empowerment
23 – 28High empowerment
A score of 12 falls in the Low empowerment range, suggesting delegation and autonomy support are used less consistently and may be more limited to specific situations.
Putting the Follower FirstPtFF
This scale measures how strongly a leader prioritizes followers’ needs and interests ahead of their own.
example score10/28
10/28Low focus on followersexample score
4 – 13Low focus on followers
14 – 22Balanced focus
23 – 28Strong follower-first focus
A score of 10 falls in the Low focus on followers range, suggesting the leader less often puts team members’ needs first in decisions and day-to-day interactions.
just completed the test
DATA-BASED USER COHORTS

Who Usually Takes This Test?

People Managers and Team Leads
41%OF USERS
They take it to understand how well they support, empower, and develop their team beyond giving direction.
HR and Leadership Development
34%OF USERS
They use it to assess leadership style, identify growth areas, and guide coaching or training plans.
Aspiring and New Leaders
25%OF USERS
They take it to learn their natural tendencies around service-oriented leadership and build better habits early.
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
Ethical BehaviorEB
You?
Average16
Typical rangeTypical12.7 – 19.4
Possible4 – 28
Conceptualization SkillsCS
You?
Average12.8
Typical rangeTypical9.7 – 16
Possible4 – 28
Establishing Values in a CommunityEViaC
You?
Average21.4
Typical rangeTypical18.1 – 24.7
Possible4 – 28
Emotional HealingEH
You?
Average17.4
Typical rangeTypical13.3 – 21.6
Possible4 – 28
Facilitating Growth and Achieving SuccessFGaAS
You?
Average19.8
Typical rangeTypical15.3 – 24.3
Possible4 – 28
Increasing the Empowerment of FollowersItEoF
You?
Average21.4
Typical rangeTypical18.1 – 24.7
Possible4 – 28
The Ability to Put the Follower FirstTAtPtFF
You?
Average19.7
Typical rangeTypical15.9 – 23.5
Possible4 – 28
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SAMPLE QUESTIONS

Example Questions From the Test

Ask a friend, colleague, or classmate to carefully read each item and, using the provided 7-point scale, indicate the extent to which the description matches their perception of you as a leader. In this questionnaire, the term “leader” refers to you.
    • Strongly disagree
    • Disagree
    • Somewhat disagree
    • Cannot decide
    • Somewhat agree
    • Agree
    • Strongly agree
    • Strongly disagree
    • Disagree
    • Slightly disagree
    • Neither agree nor disagree
    • Somewhat agree
    • Agree
    • Strongly agree
    • Strongly disagree
    • Disagree
    • Slightly disagree
    • Cannot decide
    • Somewhat agree
    • Agree
    • Strongly agree
These are 3 of the 28 real questions — the rest appear in the test. No sign-up needed to start.
WHAT THE TEST MEASURES

Servant Leadership Questionnaire (SLQ) Test - Description and methodology of the test

leadership

People evaluating a leader’s servant-leadership behaviors may find the Servant Leadership Questionnaire (SLQ) Test useful. As a servant leadership assessment, it examines how leadership behaviors affect followers’ autonomy and development, ethical conduct, and community values. This focus connects leadership conduct with followers’ experience and their professional growth in everyday work.

What This Assessment Explores

This servant leadership questionnaire profiles:

  • Ethical Behavior (4-28) measures moral conduct; Needs strengthening 4-13, Generally ethical 14-22, Strong ethical model 23-28.
  • Conceptualization Skills (4-28) measures strategic thinking; Developing 4-13, Adequate 14-22, Strong 23-28.
  • Establishing Community Values (4-28) measures shared values; Low 4-13, Moderate 14-22, High 23-28.
  • Emotional Healing (4-28) measures emotional support; Low support 4-13, Moderate support 14-22, High support 23-28.
  • Facilitating Growth and Success (4-28) measures development; Limited support 4-13, Moderate support 14-22, Strong support 23-28.
  • Empowering Followers (4-28) measures autonomy; Low empowerment 4-13, Moderate empowerment 14-22, High empowerment 23-28.
  • Putting the Follower First (4-28) measures follower priority; Low focus on followers 4-13, Balanced focus 14-22, Strong follower-first focus 23-28.

Methodology and Scientific Basis

Each statement describes a leadership behavior. The respondent chooses one of seven ordered options from strong disagreement to strong agreement, with a midpoint for uncertainty or neutrality. Items cover support, ethics, decisions, development, and community involvement.

Responses are organized into the seven displayed scales, and results appear separately through the supplied bands. The questionnaire is conceptually consistent with SL-28 (Liden et al., 2008), a published multidimensional servant-leadership measure, but this online version is not presented as its adaptation; its bands are descriptive categories, and no normative standardization is stated.

Liden et al. (2015) validated a short form of the published SL-28, while Northouse presents the broader servant-leadership framework. This online questionnaire is only conceptually consistent with those sources.

Ratings can reflect the respondent’s relationship with the leader, selective memory, and impression management, so interpret the descriptive bands alongside concrete feedback and observed behavior. Using the displayed pattern from this servant leadership test, a respondent can reflect on the assessed leader’s behaviors across these dimensions.

Author: James MacGregor Burns, Robert K. Greenleaf
Literature:
  • Liden, Robert C., Sandy J. Wayne, Hao Zhao, and David Henderson. "Servant leadership: Development of a multidimensional measure and multi-level assessment." The Leadership Quarterly 19, no. 2 (2008): 161-177. 10.1016/j.leaqua.2008.01.006
  • Liden, Robert C., Sandy J. Wayne, Jeremy D. Meuser, Jia Hu, Junfeng Wu, and Chenwei Liao. "Servant leadership: Validation of a short form of the SL-28." The Leadership Quarterly 26, no. 2 (2015): 254-269. 10.1016/j.leaqua.2014.12.002
  • Northouse, Peter G. Leadership: Theory and Practice. 9th ed. SAGE Publications, 2021.

Updated:

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