What kind of manager are you when it really counts?

Think about how you typically show up as a manager. For each statement, choose the response that sounds most like you.

Answer based on how you manage today, not the manager you wish to become.

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1. The people I manage can raise concerns or disagree with me without worrying about how I will respond. (Required.)

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2. I communicate expectations and priorities clearly enough that employees generally know what to expect from me. (Required.)

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3. When an employee seems withdrawn, frustrated, or resistant, I ask questions before making assumptions about their behavior. (Required.)

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4. When I am stressed, frustrated, or angry, I regulate my own response before addressing an employee. (Required.)

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5. When I tell an employee I will do something, I consistently follow through or let them know when circumstances change. (Required.)

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6. I explain the reasoning behind decisions that affect my employees when I am able to do so. (Required.)

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7. When I do not know an answer, I am comfortable saying so and telling employees when they can expect an update. (Required.)

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8. I have other managers I can turn to for perspective, problem-solving, or support. (Required.)

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9. I work with other managers to clarify responsibilities, boundaries, and handoffs between our teams. (Required.)

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10. I seek input or support from other managers rather than feeling that I have to solve every problem on my own. (Required.)

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11. I involve the right people in developing solutions rather than making decisions for them when collaboration is appropriate. (Required.)

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12. I create opportunities for employees with different communication styles, personalities, or levels of authority to contribute their perspectives. (Required.)

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13. When disagreement occurs, I remain curious about different perspectives rather than treating disagreement as resistance or disrespect. (Required.)

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14. The people I manage understand what decisions they have the authority to make without asking for my permission. (Required.)

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15. I actively invite employees to share ideas, concerns, professional opinions, and disagreements with me. (Required.)

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16. When possible, I give employees meaningful choices in how they accomplish their work. (Required.)

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17. I hold employees accountable while still giving them appropriate autonomy to make decisions and learn from outcomes. (Required.)

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18. I consider how my own identity, experiences, values, and position of authority may influence how employees experience me. (Required.)

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19. I avoid assuming that an employee experiences a workplace situation the same way I would experience it. (Required.)

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20. I adjust how I manage when needed to respect employees' identities, experiences, boundaries, and individual needs. (Required.)

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