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Leadership Style Questionnaire3

Leadership Style Questionnaire Test

Learn how you communicate and lead on a team in about 4 minutes. Get clear insights to build trust, handle conflict, and improve decisions at work.

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Questions: 204 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

October 2, 2025
Material has been published

15,611 views

1,615 completions

1,198 likes

Verified by Daniel Hall

Psychologist with 25 years of experience

Scale Explorer

How the Scales are Structured

example score

63/80

Overall Score (OS)

Measures overall inclination to engage with people in managerial situations, reflecting activity versus passivity in group interaction.

Low

Moderate

High

20 – 40: Low | 41 – 69: Moderate | 70 – 80: High

A score of 63 falls in the Moderate range, suggesting a fairly active but not consistently dominant approach to leading and collaborating in group work.

example score

17/25

Task-Oriented Style (TOS)

Measures how strongly a person prioritizes task completion, work organization, and goal achievement in team leadership.

Low business focus

Balanced business focus

High business focus

5 – 11: Low business focus | 12 – 19: Balanced business focus | 20 – 25: High business focus

A score of 17 indicates a balanced business orientation, suggesting you typically organize work and pursue goals while still allowing room for collaboration and flexibility.

example score

15/25

Collegial Style (CS)

Measures the degree to which a person prefers collaborative, partnership-based decision-making that incorporates the group’s input.

Low collegiality

Moderate collegiality

High collegiality

5 – 11: Low collegiality | 12 – 19: Moderate collegiality | 20 – 25: High collegiality

A score of 15 indicates a moderate collegial style, suggesting you often seek shared decisions and input from others while still balancing collaboration with independent direction.

example score

20/25

Directive Style (DS)

Measures the extent to which a person prefers making independent decisions and directing others while closely overseeing implementation.

Low directive

Moderate directive

High directive

5 – 11: Low directive | 12 – 19: Moderate directive | 20 – 25: High directive

A score of 20 falls in the High directive range, suggesting a strong preference for taking charge and ensuring decisions are executed.

example score

14/25

Laissez-Faire (LF)

Measures the extent to which a leader prefers to give team members autonomy and avoid intervening in their work.

More hands-on

Balanced autonomy

Highly non-interventionist

5 – 11: More hands-on | 12 – 19: Balanced autonomy | 20 – 25: Highly non-interventionist

A score of 14 falls in the Balanced autonomy range, suggesting you generally allow independence while stepping in when needed.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

New and aspiring managers

41%OF USERS

People stepping into leadership use it to understand how they communicate, make decisions, and handle conflict with a team.

HR and team leads

34%OF USERS

Those responsible for hiring, onboarding, and team development use it to match roles, improve collaboration, and reduce friction.

Employees in team roles

25%OF USERS

Individual contributors take it to see how they naturally interact at work and adjust their style for smoother teamwork.

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.

Overall Score (OS)

Average

53.1

Normal range

45.2 — 60.9

min.

max.

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.

Business style (Bs)

Average

15.5

Normal range

12.6 — 18.5

min.

max.

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.

Collegial style (Cs)

Average

11.5

Normal range

7.8 — 15.2

min.

max.

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.

Directive style (Ds)

Average

19.3

Normal range

16.2 — 22.4

min.

max.

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.

Non-intervention (N)

Average

Normal range

11.3 — 18.6

min.

max.

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.

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SAMPLE QUESTIONS

Example Questions From the Test

Below are 20 statements. Using a 5-point scale, rate how often (5 = most often) the person of interest behaves in each of the following ways when interacting with other people.

- Very often
- Often
- Sometimes
- Rarely
- Very rarely
- Very often
- Often
- Sometimes
- Rarely
- Very rarely
- Very often
- Often
- Sometimes
- Rarely
- Very rarely

These are 3 of the 20 real questions — the rest appear in the test. No sign-up needed to start.

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WHAT THE TEST MEASURES

About This Assessment

Leadership Style Questionnaire Test - Symptoms and Signs

business communication

business

This measure is used to characterize leadership-related interaction patterns in work settings. The Leadership Style Questionnaire is intended to capture typical approaches to directing, collaborating, and responding to interpersonal challenges within a team context. It consists of 20 items and typically takes about 4 minutes to complete.

Items present common workplace scenarios and ask respondents to indicate how they would be likely to act or communicate. Results from the Leadership Style Questionnaire may be used to support structured discussion of role expectations, decision-making tendencies, and conflict response, and to inform leadership development or team-based consultation. The instrument is attributed to R. J. House.

Author: R. J. House

Literature: Bass, B. M., & Avolio, B. J. Improving organizational effectiveness through transformational leadership. Sage Publications. 1994.; Yukl, G. Leadership in organizations. Prentice Hall. 1998.