Management Typology Assessment Test

Understand your leadership style and team approach in about 8 minutes. Get clear, actionable insights to match roles, boost communication, and improve motivation fast.

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Questions: 408 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

19159 views

1698 completions

1429 likes

Scale Explorer

How the Scales are Structured

example score

13/35

Objectivist (O)

Measures how strongly a person relies on objective factors and expects subordinates to foresee situations and outcomes without emphasizing subjective context.

Low

Moderate

High

5 – 14: Low | 15 – 24: Moderate | 25 – 35: High

A score of 13 falls in the Low range, indicating a relatively limited tendency to manage by disregarding subjective factors and expecting others to predict outcomes.

example score

16/35

Organizer (O)

Measures the extent to which a person leads by organizing processes, handling difficulties and conflict, and tolerating criticism, sometimes at the expense of hands-on follow-through.

Low

Moderate

High

5 – 14: Low | 15 – 24: Moderate | 25 – 35: High

A score of 16 falls in the Moderate range, suggesting a noticeable organizer style—comfortable with challenges and conflict, while occasionally leaving routine execution to others.

example score

33/35

Busybody (B)

Measures the tendency toward highly disciplined, detail-focused management with a risk of over-involvement in subordinates' tasks.

Low

Moderate

High

5 – 14: Low | 15 – 24: Moderate | 25 – 35: High

A score of 33 falls in the High range, indicating very strong punctuality and attention to detail with a tendency to duplicate others’ functions and overextend effort.

example score

22/35

Maximalist (M)

Measures the tendency to pursue the most complete and ambitious task outcomes rather than settling for simple solutions or material incentives.

Pragmatic

Balanced maximalism

Strong maximalism

5 – 14: Pragmatic | 15 – 24: Balanced maximalism | 25 – 35: Strong maximalism

A score of 22 indicates a balanced maximalist style, with a clear preference for thorough, high-standard completion while generally staying within practical limits.

example score

13/35

Procrastinator (P)

Measures the tendency to manage by delaying decisions and avoiding direct intervention in emerging issues.

Low

Moderate

High

5 – 14: Low | 15 – 24: Moderate | 25 – 35: High

A score of 13 falls in the Low range, suggesting you generally address issues without relying heavily on postponement or non-intervention.

example score

14/35

Sprinter (S)

Measures preference for rapid, flexible problem-solving in leadership situations versus sustained long-term planning.

Low

Moderate

High

5 – 14: Low | 15 – 24: Moderate | 25 – 35: High

A score of 14 indicates a low Sprinter tendency, suggesting you may favor steadier, less rapid-shift approaches over quick, change-driven management.

example score

20/35

Collegial (C)

Measures the extent to which a person prefers a democratic, consensus-based approach to managing others and making decisions.

Low collegiality

Moderate collegiality

High collegiality

5 – 14: Low collegiality | 15 – 24: Moderate collegiality | 25 – 35: High collegiality

A score of 20 indicates a moderate preference for collegial leadership, balancing participation and shared decision-making with the need for managerial direction.

example score

14/35

Regulator (R)

Measures the extent to which a manager’s style tends toward regulation and control that can hinder interpersonal contact and team climate.

Low

Moderate

High

5 – 14: Low | 15 – 24: Moderate | 25 – 35: High

A score of 14 falls in the Low range, suggesting minimal signs of a regulator-style pattern and fewer barriers to building contact and a positive team climate.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

New and aspiring managers

41%OF USERS

They take it to understand their natural leadership style and where they may need to adapt when leading people and projects.

HR and talent specialists

34%OF USERS

They use it to support hiring, promotion, and development decisions by quickly mapping candidates’ and managers’ management approaches.

Team leads and coaches

25%OF USERS

They take it to improve communication, role allocation, and motivation within teams during coaching or team-building work.

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.

Discuss with
an AI Psychologist

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.

Objectivist (O)

Average

17.4

Normal range

12.1 — 22.6

min.

max.

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.

Organizer (O)

Average

23.6

Normal range

19.6 — 27.5

min.

max.

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.

Busybody (B)

Average

16.9

Normal range

11.6 — 22.2

min.

max.

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.

Maximalist (M)

Average

23.3

Normal range

17.9 — 28.8

min.

max.

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.

Bureaucrat (B)

Average

19.7

Normal range

15.5 — 23.8

min.

max.

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.

Sprinter (S)

Average

24.8

Normal range

20.7 — 28.8

min.

max.

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.

Collegial (C)

Average

20.9

Normal range

17.2 — 24.6

min.

max.

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.

Regulator (R)

Average

14.7

Normal range

10.5 — 18.9

min.

max.

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 identifies a dominant management style based on typical patterns of leading, coordinating, and influencing others. Results indicate whether a more directive, supportive, or collaborative approach is most characteristic.

How long does it take, and how many items are included?

Estimated completion time is about 8 minutes. The assessment includes 40 questions.

How should responses be selected?

Select the option that best reflects usual behavior in a leadership role, not an ideal or expected response. Answer all items using the same time frame and interpretation of the terms.

How are results interpreted?

Scores are grouped to show which management type is most pronounced and which are secondary. The profile is intended to describe tendencies rather than fixed traits.

How can the results be used in a workplace setting?

Results support role allocation, communication planning, coaching goals, and team development discussions. They provide a shared language for identifying strengths and potential coordination risks.

WHAT THE TEST MEASURES

About This Assessment

Management Typology Assessment Test

business management arrange leadership style

When working with teams and projects, it can be useful to clarify how a person tends to approach leadership and coordination. The Management Typology Assessment is a brief self-report measure intended to characterize preferred management style patterns.

The measure includes 40 items and typically takes about 8 minutes to complete. Respondents rate statements about their typical behavior in managerial or supervisory situations; results are summarized as a descriptive profile that can support discussion of interpersonal approach, task focus, and collaboration tendencies. Interpretation should be integrated with other information (e.g., role demands, performance data, and behavioral observations) and used cautiously in high-stakes decisions.

The Management Typology Assessment is attributed to R. R. Blake and J. S. Mouton and is commonly used in applied settings such as leadership development, coaching, and team consultation to facilitate structured feedback and goal setting.

Author: J. S. Mouton, R. R. Blake

Literature: Hogan, R., & Kaiser, R. B. Why leaders fail. People and Strategy. 2005.

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