Manager Task Test
Understand which leadership style fits you and the moment in about 20 minutes. Get a clear snapshot of your flexibility across eight management approaches to lead more effectively.
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.
Deserter (D)
Deserter (D)
Average
21.5
Normal range
17.3 — 25.8
min.
0
max.
30
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.
Bureaucrat (B)
Bureaucrat (B)
Average
20.9
Normal range
16.1 — 25.6
min.
0
max.
30
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.
Missionary (M)
Missionary (M)
Average
8.3
Normal range
4.3 — 12.3
min.
0
max.
30
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.
Developing (D)
Developing (D)
Average
8
Normal range
3.4 — 12.5
min.
0
max.
30
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.
Autocrat (A)
Autocrat (A)
Average
16.9
Normal range
11.9 — 22
min.
0
max.
30
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.
Benevolent autocrat (Ba)
Benevolent autocrat (Ba)
Average
9.6
Normal range
5.3 — 13.8
min.
0
max.
30
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.
Diplomat (D)
Diplomat (D)
Average
15.1
Normal range
9.8 — 20.4
min.
0
max.
30
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.
Performer (P)
Performer (P)
Average
14.9
Normal range
9.6 — 20.3
min.
0
max.
30
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
This questionnaire is designed to help identify the styles considered necessary or useful in the day-to-day performance of managerial responsibilities, as well as the styles of team members or direct reports. The instrument includes eight sections, each consisting of eight statements, addressing a specific aspect of the managerial role. The section titles are: Creativity, Information, Goals, Planning, Change, Development, Productivity, and Evaluation.
Each of the eight statements presents a distinct perspective on the aspect of the managerial role being assessed. Read all eight statements within the section. Select no more than four statements that reflect your leadership style and allocate a total of 10 points across the selected statements. You may assign all 10 points to a single statement, assign 5 points to each of two different statements, or use any other combination. The key requirement is to limit your selection to four statements.
- I believe the value of creativity, innovation, and change is often overstated.
- I believe that too many new ideas lead to disagreement and unnecessary conflict.
- I believe that ideas suggested by direct reports are often less useful than those put forward by management.
- I sometimes support new ideas, but I do not always follow through on them.
- I believe that new ideas can be generated in meetings held specifically for that purpose.
- I consistently look for new ideas and encourage others to be as creative as they can be.
- I propose and develop many new ideas.
- I consistently seek out new, productive ideas, regardless of their source, and I develop many ideas myself.
- At times, I dislike gathering information or asking questions if doing so risks offending someone.
- I look down on people who want to provide me with information.
- I am usually receptive to information, so I always use all the information I receive.
- I am particularly receptive to information that comes to me through traditional channels.
- I can always prompt others to gather information, and I pay very close attention to what people tell me.
- Before making a decision, I try to obtain as much information as possible. I place much more value on advice from my managers and specialists than on advice from my direct reports.
- I use all available sources of information.
- I do not gather enough information to do my job well.
- I require people not to deviate from the goals I set for them.
- My goals are usually fairly clear, but at times they are so vague that it is difficult for people to understand their direction.
- The goals I set are usually clear enough, but not flexible enough.
- I try to encourage my direct reports to set and clearly define their own goals.
- I personally make sure to define goals clearly so they are understandable to the relevant stakeholders.
- The goals I set are understood and approved by everyone directly concerned.
- I believe that sometimes it is unnecessary to set broad, overarching goals.
- I allow my direct reports to set their own goals based on their needs, and I agree to them even if they are not entirely satisfactory.
WHAT THE TEST MEASURES
About This Assessment
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Manager Task Test - Symptoms and Signs
This measure is designed to characterize how an individual approaches common managerial situations and to support reflection on leadership behavior across contexts. The Manager Task Test uses brief, job-relevant scenarios to elicit typical responses and highlight patterns in how a person adapts their approach.
It consists of 8 items and typically takes about 20 minutes to complete. Results are intended to describe relative tendencies across different management styles and the degree of flexibility versus habitual responding in supervisory tasks. The Manager Task Test can be used to inform developmental feedback and discussion in personnel development and related applied settings.
Author: Edwin A. Fleishman
Literature: Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. A theory of performance. In N. Schmitt & W. C. Borman (Eds.), Personnel selection in organizations. Jossey-Bass. 1993.
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