What's your go to leadership attribute?

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Quiz Questions

1.
How do you determine if you trust your team with important decisions?
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- A.
  A clear track record of successful decisions. When my employees prove themselves responsible, then *and ONLY THEN* will they earn my trust.
- B.
  How do I decide? We make decisions together from the start. My team knows I'm there to help them make the decisions they need to make.
- C.
  Quick ideas get the ball rolling. The one who has a good idea first is usually who has the biggest impact on what we do.
- D.
  As a group we consider what ideas were brought up in the past and how well they worked. We also consider what other factors contributed to the success or failure. My prior choice may have been wrong and they're experience could have the answer.
2.
How do you make sure your employees reach their goals?
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- A.
  I give them all the resources they need to hit their goals. The rest is up to them. These are their goals after all. I'll check in for progress through out the process but at the end of the day the ball is in their court.
- B.
  I let them know that we're all in this together. Team work makes the dream work, am I right? Plus I kind of like getting my hands dirty.
- C.
  My office doors are open – I make myself available to give them the guidance they need to not just meet, but exceed their goals. I'm a one-stop support shop.
- D.
  I hose things up daily. It's unrealistic to expect they'll be perfect. Sharing this with the team gives them the grace and space to do their best work.
- E.
  I remind them of what they've done to be successful in the past. If it is a new task for them I usually share what I've seen from others (or myself) to be successful.
3.
Your employees call you their...
- A.
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  Boss
- B.
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  Friend
- C.
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  Manager
- D.
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  Teacher
- E.
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  Coach
- F.
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  Mentor
4.
Ever since their divorce, an employee has been underperforming, what do you do?
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- A.
  I invite them into my office for a cup of coffee, then I share the time I couldn't hit goals due to a personal issue to make them feel better. Knowing I've been there might inspire them to pick themselves back up.
- B.
  What's happening off-the-clock in my employees' lives is none of my business. I remind them they need to start bringing their A game into the office ASAP.
- C.
  I encourage their closest coworkers to give the employee a pep talk. It's not my place to unpack this, but I'm not about to punish someone for how they're feeling...
- D.
  I grab a seat at their desk, and, together, we come up with a plan to get them on track. I'm willing to give my employees whatever they need to bounce back from challenging circumstances.
5.
It's time for a new customer engagement strategy, what do you do?
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- A.
  I create it myself and then teach them what I did– hey, I know their strengths and weaknesses. Where they are weak I am strong so I'll take this one.
- B.
  I ask my employees for their insights before finalizing anything. Those guys 'n gals have the best ideas 💡💥
- C.
  I set the deadline and the critical parameters and tell my team to take the wheel! I want to see what crazy amazing strategies they come up with.
- D.
  I assign a different task to everyone on my team – I know their work will come together wonderfully.
- E.
  I present the new challenge and ask what aspect they'd like to be part of. Understanding their capacity, interest, and ideas is very important to me.
6.
How do you reward your highly-motivated employees?
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- A.
  I give them more complex and high-profile work. This gives them opportunity to show off their skills to a bigger network.
- B.
  I ask them to share their wisdom! Providing knowledge to the rest of the team helps them refine their skills and bring everyone else along.
- C.
  I let them help me decide how to delegate tasks – after all, they probably know their coworkers better than I do.
- D.
  I allow more autonomy in their work. As they succeed, I step further back allowing them space to do what they do best.
- E.
  I share more opportunities with them to complete next level work. If they get nervous I always share some of my biggest blunders to keep them comfortable and moving forward.
- F.
  I encourage them to take action quicker. If they are successful they don't need to come for authority an approval. Just get going friend!
7.
Woot woot! You've got a new hire, how do you train them up?
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- A.
  I sit with them for the first few hours to ensure they can keep up with my office's pace. They've got to know there're high-standards in place 🤷
- B.
  I invite them to a meeting with the department heads. First order of business, get comfortable with your co-workers.
- C.
  I let them dive right in! Doing = learning. Plus I don't want to give them cold sweats with an intense training session right off the bat...
- D.
  I have them meet with the team experts. How better to learn where we started and where we are today than to work directly with the team?
- E.
  I set aside one on one time to talk about how they are setting themselves up for success and what I can do to support them. A solid foundation for us will create success in the work.
- F.
  I provide the 6 month goals and benchmarks to get there and have them set check-ins to keep me up to date on their progress. Hey, it's their chance to show their stuff right?
8.
Your two top employees are arguing nonstop, what do you do?
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- A.
  I tell them to get the heck over it! Hellooo, we've got deadlines to meet...
- B.
  I speak to them both separately to get a better sense of their conflict, then I guide them towards a resolution.
- C.
  I assign them to desks on opposite sides of the office – maybe if they just don't see one another, the conflict will solve itself.
- D.
  I set up a meeting for the three of us, so we can get everything out on the table.
9.
It's crunch time! You're way behind schedule on a project – how do you catch up?
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- A.
  I send everyone on my team a list of tasks to get done ASAP –PLUS I get them to give me a status update every hour.
- B.
  I make sure my employees know exactly how much time we've got to work with. I trust them to get the job done.
- C.
  I ask my high-performing team members for their opinions. Sometimes it's best to admit when you don't have the answer.
- D.
  I wear my true colors. Never let them see you sweat? YEAH RIGHT! My team needs to understand where I'm at mentally and emotionally so we're all able to support each other.

Quiz Outcomes

1.
Your Go To is... Action
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Leaning into action means you're prepared to take risks and find out how they'll pay off. You'd rather make the wrong decision than risk missing the opportunity and encourage your team to do the same. Analysis paralysis has no place under your leadership and the only 'wrong' turn is failing to decide. You're happy to have every decision questioned, that's how we get to the right answer after all. But action is just one of the 6 attributes that make up every leader. The attributes are Action, Objectivity, Accountability, Humility, Reflection, and Connection. While you naturally lean more toward some than others, a balance of each is required to be a good leader. (HINT: Being a great leader means you know when and how to pull on each attribute based on the situation.)While your action means your office is never bored, the pace of change can be stressful for the team. With so many balls in the air your team may feel overwhelmed. Try exercising a bit more patience and leaning into your reflective teammates a bit more, and you might be even more inspired by what you learn."If your actions inspire others to dream more, learn more, do more and become more, you are a leader." – John Quincy Adams3 Quick Tips for Balancing Your Attributes for the Best Team Dynamic1) Listen to Your TeamLet your employees know their thoughts are valuable by setting aside time to hearing them out. If you have any especially quiet team members, try directly asking them for their opinions. Stay open to innovative ideas – just because something hasn’t worked in the past doesn’t mean it’s not a possibility in the present. And – whatever you do – don’t immediately reject whatever your workers have had the courage to share with you. Empowerment should be your endgame!2) Reward Performance & Hard WorkThis tip should almost go without saying. Your team is going to work harder and more efficiently with an incentive system in place – if you can’t afford bonuses, recognition will do the trick. Take a couple minutes out of your staff meeting to address their accomplishments both in output and in effort. You could also try letting them leave work early or come in late. This’ll show everyone in your office that their hard work doesn’t go unnoticed or unappreciated. ✨🤗💕3) Build ConnectionYour employees know you're all about the work, but do they know you? Better question, how well do you know them? Take some time to get to know your team. Don't make it weird. This isn't summer camp, and we don't have a truth stick. Ask them about their favorite project and what they enjoyed about it. Ask which leaders in their life they find influential and why. These types of questions allow you to get to know people without making them share something they aren't comfortable with.Before We Go Any Further – Let Me Introduce MyselfHi there, I’m Kelly, founder of Kelly Hirn's Transitional Leadership. I help aspiring leaders, existing managers, and those who simply want to take control in their career, lead in a life they love. You took the first step today by better understanding which of the 6 leadership attributes is your go to. And if you’re looking for more of a hands-on experience, I’ve got your back, too 🙌 With more than 2 decades of experience, whether it’s a leadership or professional development-based issue, we can smooth out the snags so you can get back to what’s really important (a.k.a what you love in life)!Want extra resources to help you lead in your company and career? Read on, Friend...1) Read this post from the Transitional Leadership blog to level-up your professional development skills. Hint: it will take both reflection and action to see real growth...2) Watch this video on Aligned Ambitions, to reverse engineer your goals! You'll prioritize what from 🔥your vision of life🔥 is most critical to work on right now.3) Book a free consultation with me on what leader development can do for you and your organization. We’ll chat about the struggles you might be facing and what your best options are to solve them.
2.
Your Go To is... Objectivity
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Leaning into objectivity means you want the facts. Without tangible proof of success – or failure – the feeling just doesn't matter. One of your most memorable lines is likely, Send me your examples, because you can't make decisions without evidence. This serves you well in backing up your choices or supporting your team because you always have the facts to back them up.But objectivity is just one of the 6 attributes that make up every leader. The attributes are Action, Objectivity, Accountability, Humility, Reflection, and Connection. While you naturally lean more toward some than others, a balance of each is required to be a good leader. (HINT: Being a great leader means you know when and how to pull on each attribute based on the situation.)While your objectivity makes things clear cut, it can feel cold to those around you. Your team may feel under-appreciated for their efforts if (under no fault of their own) the results don't follow."The only place where success comes before work is in the dictionary." – Vidal Sassoon3 Quick Tips for Balancing Your Attributes for the Best Team Dynamic1) Listen to Your TeamLet your employees know their thoughts are valuable by setting aside time to hearing them out. If you have any especially quiet team members, try directly asking them for their opinions. Stay open to innovative ideas – just because something hasn’t worked in the past doesn’t mean it’s not a possibility in the present. And – whatever you do – don’t immediately reject whatever your workers have had the courage to share with you. Empowerment should be your endgame!2) Reward Performance & Hard WorkThis tip should almost go without saying. Your team is going to work harder and more efficiently with an incentive system in place – if you can’t afford bonuses, recognition will do the trick. Take a couple minutes out of your staff meeting to address their accomplishments both in output and in effort. You could also try letting them leave work early or come in late. This’ll show everyone in your office that their hard work doesn’t go unnoticed or unappreciated. ✨🤗💕3) Build ConnectionYour employees know you're all about the work, but do they know you? Better question, how well do you know them? Take some time to get to know your team. Don't make it weird. This isn't summer camp, and we don't have a truth stick. Ask them about their favorite project and what they enjoyed about it. Ask which leaders in their life they find influential and why. These types of questions allow you to get to know people without making them share something they aren't comfortable with.Before We Go Any Further – Let Me Introduce MyselfHi there, I’m Kelly, founder of Kelly Hirn's Transitional Leadership. I help aspiring leaders, existing managers, and those who simply want to take control in their career, lead in a life they love. You took the first step today by better understanding which of the 6 leadership attributes is your go to. And if you’re looking for more of a hands-on experience, I’ve got your back, too 🙌 With more than 2 decades of experience, whether it’s a leadership or professional development-based issue, we can smooth out the snags so you can get back to what’s really important (a.k.a what you love in life)!Want extra resources to help you lead in your company and career? Read on, Friend...1) Read this post from the Transitional Leadership blog to level-up your professional development skills. Hint: it will take both reflection and action to see real growth...2) Watch this video on Aligned Ambitions, to reverse engineer your goals! You'll prioritize what from 🔥your vision of life🔥 is most critical to work on right now.3) Book a free consultation with me on what leader development can do for you and your organization. We’ll chat about the struggles you might be facing and what your best options are to solve them.
3.
Your Go To is... Accountability
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Leaning into accountability means you're all about empowerment and results. Your team has your trust to hit the mark without you micromanaging them. But that doesn't mean they get to slack off. You have high standards and while the team has the latitude to decide how to hit the mark, you're their to measure that they do. But accountability is just one of the 6 attributes that make up every leader. The attributes are Action, Objectivity, Accountability, Humility, Reflection, and Connection. While you naturally lean more toward some than others, a balance of each is required to be a good leader. (HINT: Being a great leader means you know when and how to pull on each attribute based on the situation.)You trust your employees to get the job done, which allows the true experts work. Just make sure it isn't at the expense of supporting them fully as they accomplish the goals. "Surround yourself only with people who are going to take you higher." – Oprah Winfrey3 Quick Tips for Balancing Your Attributes for the Best Team Dynamic1) Listen to Your TeamLet your employees know their thoughts are valuable by setting aside time to hearing them out. If you have any especially quiet team members, try directly asking them for their opinions. Stay open to innovative ideas – just because something hasn’t worked in the past doesn’t mean it’s not a possibility in the present. And – whatever you do – don’t immediately reject whatever your workers have had the courage to share with you. Empowerment should be your endgame!2) Reward Performance & Hard WorkThis tip should almost go without saying. Your team is going to work harder and more efficiently with an incentive system in place – if you can’t afford bonuses, recognition will do the trick. Take a couple minutes out of your staff meeting to address their accomplishments both in output and in effort. You could also try letting them leave work early or come in late. This’ll show everyone in your office that their hard work doesn’t go unnoticed or unappreciated. ✨🤗💕3) Build ConnectionYour employees know you're all about the work, but do they know you? Better question, how well do you know them? Take some time to get to know your team. Don't make it weird. This isn't summer camp, and we don't have a truth stick. Ask them about their favorite project and what they enjoyed about it. Ask which leaders in their life they find influential and why. These types of questions allow you to get to know people without making them share something they aren't comfortable with.Before We Go Any Further – Let Me Introduce MyselfHi there, I’m Kelly, founder of Kelly Hirn's Transitional Leadership. I help aspiring leaders, existing managers, and those who simply want to take control in their career, lead in a life they love. You took the first step today by better understanding which of the 6 leadership attributes is your go to. And if you’re looking for more of a hands-on experience, I’ve got your back, too 🙌 With more than 2 decades of experience, whether it’s a leadership or professional development-based issue, we can smooth out the snags so you can get back to what’s really important (a.k.a what you love in life)!Want extra resources to help you lead in your company and career? Read on, Friend...1) Read this post from the Transitional Leadership blog to level-up your professional development skills. Hint: it will take both reflection and action to see real growth...2) Watch this video on Aligned Ambitions, to reverse engineer your goals! You'll prioritize what from 🔥your vision of life🔥 is most critical to work on right now.3) Book a free consultation with me on what leader development can do for you and your organization. We’ll chat about the struggles you might be facing and what your best options are to solve them.
4.
Your Go To is... Humility
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Leaning into humility means you're happy to step back and let your employees lead the charge... within reason. After all, you get the best ideas when you include all viewpoints, right? Your deep respect for their expertise and willingness to accept that you're still learning means everyone gets a voice in the solution.But humility is just one of the 6 attributes that make up every leader. The attributes are Action, Objectivity, Accountability, Humility, Reflection, and Connection. While you naturally lean more toward some than others, a balance of each is required to be a good leader. (HINT: Being a great leader means you know when and how to pull on each attribute based on the situation.)Your humble style means that you're more self-aware than others and willing to work on your opportunities. It can also give the impression of less confidence in your own abilities. Use your courage in humility to demonstrate strength through adversity and perseverance to success."The success of every woman should be the inspiration to another. We should raise each other up. Make sure you’re very courageous: be strong, be extremely kind, and above all be humble." – Serena Williams3 Quick Tips for Balancing Your Attributes for the Best Team Dynamic1) Focus on Empowering for SuccessListen to your team and support them in their challenges and excitement. Then follow it up with a question. How can I support you to help you achieve _(insert goal or objective)_? Stay open to innovative ideas and keep the conversation focused on succeeding in the goal. And – whatever you do – don’t end the conversation without action items and deadlines. Empowerment and accountability for results is your endgame!2) Reward Hard Work & ResultsThis tip should almost go without saying. Your team is going to work harder and more efficiently with an incentive system in place. You're probably great at recognizing the effort but make sure you balance it with the outcome as well. Take a couple minutes out of your staff meeting to address their objective accomplishments that supported movement toward the goal. This’ll show everyone in your office that you and your team bring the results, along with the good times. ✨🤗💕3) Take ActionYou're patient enough to take your time building trust with your team. Use those relationships to set a good example and influence for action. This doesn't have to mean doing the work alongside of them. It can be making a commitment to what you'll do to support the goal (draft communications, gain buy-in at leadership levels, make staffing proposals, etc). Share what you'll do and when you'll complete it by. Then do it. Keep your team in the know on your steps and efforts to showcase that you are big talk, and bigger action.Before We Go Any Further – Let Me Introduce MyselfHi there, I’m Kelly, founder of Kelly Hirn's Transitional Leadership. I help aspiring leaders, existing managers, and those who simply want to take control in their career, lead in a life they love. You took the first step today by better understanding which of the 6 leadership attributes is your go to. And if you’re looking for more of a hands-on experience, I’ve got your back, too 🙌 With more than 2 decades of experience, whether it’s a leadership or professional development-based issue, we can smooth out the snags so you can get back to what’s really important (a.k.a what you love in life)!Want extra resources to help you lead in your company and career? Read on, Friend...1) Read this post from the Transitional Leadership blog to level-up your professional development skills. Hint: it will take both reflection and action to see real growth...2) Watch this video on Aligned Ambitions, to reverse engineer your goals! You'll prioritize what from 🔥your vision of life🔥 is most critical to work on right now.3) Book a free consultation with me on what leader development can do for you and your organization. We’ll chat about the struggles you might be facing and what your best options are to solve them.
5.
Your Go To is... Reflection
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Leaning into reflection means your team benefits from all the wisdom you've acquired - be it through your own experience or through understanding other's. You know the value of learning from mistakes and successes. Understanding how and why something worked before helps you do it even better the next time around.But reflection is just one of the 6 attributes that make up every leader. The attributes are Action, Objectivity, Accountability, Humility, Reflection, and Connection. While you naturally lean more toward some than others, a balance of each is required to be a good leader. (HINT: Being a great leader means you know when and how to pull on each attribute based on the situation.)Taking time to reflect is time well used just ensure that you're not living in the past to avoid taking action in the present. Talking through the pros and cons will only help if you use that knowledge to decide and act."I’ve never scored a goal in my life without getting a pass from someone else." – Abby Wambach3 Quick Tips for Balancing Your Attributes for the Best Team Dynamic1) Focus on Empowering for SuccessListen to your team and support them in their challenges and excitement. Then follow it up with a question. How can I support you to help you achieve _(insert goal or objective)_? Stay open to innovative ideas and keep the conversation focused on succeeding in the goal. And – whatever you do – don’t end the conversation without action items and deadlines. Empowerment and accountability for results is your endgame!2) Reward Hard Work & ResultsThis tip should almost go without saying. Your team is going to work harder and more efficiently with an incentive system in place. You're probably great at recognizing the effort but make sure you balance it with the outcome as well. Take a couple minutes out of your staff meeting to address their objective accomplishments that supported movement toward the goal. This’ll show everyone in your office that you and your team bring the results, along with the good times. ✨🤗💕3) Take ActionYou're patient enough to take your time building trust with your team. Use those relationships to set a good example and influence for action. This doesn't have to mean doing the work alongside of them. It can be making a commitment to what you'll do to support the goal (draft communications, gain buy-in at leadership levels, make staffing proposals, etc). Share what you'll do and when you'll complete it by. Then do it. Keep your team in the know on your steps and efforts to showcase that you are big talk, and bigger action.Before We Go Any Further – Let Me Introduce MyselfHi there, I’m Kelly, founder of Kelly Hirn's Transitional Leadership. I help aspiring leaders, existing managers, and those who simply want to take control in their career, lead in a life they love. You took the first step today by better understanding which of the 6 leadership attributes is your go to. And if you’re looking for more of a hands-on experience, I’ve got your back, too 🙌 With more than 2 decades of experience, whether it’s a leadership or professional development-based issue, we can smooth out the snags so you can get back to what’s really important (a.k.a what you love in life)!Want extra resources to help you lead in your company and career? Read on, Friend...1) Read this post from the Transitional Leadership blog to level-up your professional development skills. Hint: it will take both reflection and action to see real growth...2) Watch this video on Aligned Ambitions, to reverse engineer your goals! You'll prioritize what from 🔥your vision of life🔥 is most critical to work on right now.3) Book a free consultation with me on what leader development can do for you and your organization. We’ll chat about the struggles you might be facing and what your best options are to solve them.
6.
Your Go To is... Connection
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Leaning into connection means you foster inclusion and support of the whole person. Your team feels safe to do their best work with you. After all, you get the best ideas when you include all viewpoints, right? Your ability to connect means your team confides in you and that you all feel comfortable brainstorming a big project and would happily take a quick vacation together. 🤗But connection is just one of the 6 attributes that make up every leader. The attributes are Action, Objectivity, Accountability, Empathy, Reflection, and Connection. While you naturally lean more toward some than others, a balance of each is required to be a good leader. (HINT: Being a great leader means you know when and how to pull on each attribute based on the situation.)While your connecting style makes you relatable, you might find holding the team accountable difficult when you have such a tight bond. You could become so committed to the relationships with your team that you limit your objectivity."It is amazing what you can accomplish if you do not care who gets the credit." – Harry Truman3 Quick Tips for Balancing Your Attributes for the Best Team Dynamic1) Focus on Empowering for SuccessListen to your team and support them in their challenges and excitement. Then follow it up with a question. How can I support you to help you achieve _(insert goal or objective)_? Stay open to innovative ideas and keep the conversation focused on succeeding in the goal. And – whatever you do – don’t end the conversation without action items and deadlines. Empowerment and accountability for results is your endgame!2) Reward Hard Work & ResultsThis tip should almost go without saying. Your team is going to work harder and more efficiently with an incentive system in place. You're probably great at recognizing the effort but make sure you balance it with the outcome as well. Take a couple minutes out of your staff meeting to address their objective accomplishments that supported movement toward the goal. This’ll show everyone in your office that you and your team bring the results, along with the good times. ✨💕3) Take ActionYou're patient enough to take your time building trust with your team. Use those relationships to set a good example and influence for action. This doesn't have to mean doing the work alongside of them. It can be making a commitment to what you'll do to support the goal (draft communications, gain buy-in at leadership levels, make staffing proposals, etc). Share what you'll do and when you'll complete it by. Then do it. Keep your team in the know on your steps and efforts to showcase that you are big talk, and bigger action.Before We Go Any Further – Let Me Introduce MyselfHi there, I’m Kelly, founder of Kelly Hirn's Transitional Leadership. I help aspiring leaders, existing managers, and those who simply want to take control in their career, lead in a life they love. You took the first step today by better understanding which of the 6 leadership attributes is your go to. And if you’re looking for more of a hands-on experience, I’ve got your back, too 🙌 With more than 2 decades of experience, whether it’s a leadership or professional development-based issue, we can smooth out the snags so you can get back to what’s really important (a.k.a what you love in life)!Want extra resources to help you lead in your company and career? Read on, Friend...1) Read this post from the Transitional Leadership blog to level-up your professional development skills. Hint: it will take both reflection and action to see real growth...2) Watch this video on Aligned Ambitions, to reverse engineer your goals! You'll prioritize what from 🔥your vision of life🔥 is most critical to work on right now.3) Book a free consultation with me on what leader development can do for you and your organization. We’ll chat about the struggles you might be facing and what your best options are to solve them.