What Type Of

Leader Am I?

Written by Ian Hallett

Lead the way.

Who’s the best leader you have
worked with?

Have you considered their leadership

style and why it worked?

What about your leadership style? How

would you describe it?

Read on to learn more.

Lead the way.

In fact, there are 7 primary leadership
styles.

I’ll explain each, and help you understand

yours.

Lead the way.

But first, here’s the key point:

You need to master all leadership styles.

And adopt a different style for different

situations.

Read on to see the 7 leadership styles.

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 The 7 Leadership Styles

1) The Visionary

2) The Collaborator

3) The Coach

4) The Driver

5) The Innovator

6) The Supporter

7) The Delegator

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Let’s go through each of these one by
one.

Find out your default setting.

And then create a plan to level up across

the board.

Lead the way.

Instructions:

The following diagnostic tools are designed to

help you assess your leadership style.

Rate yourself on each statement using the

following scale:

0 = Never
1 = Rarely
2 = Sometimes
3 = Often
4 = Always

Total your scores to determine your level

for each style.

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 The Visionary
Inspires with a clear direction and strong
sense of purpose, guiding the team with
confidence and conviction.

I provide clear direction and vision for my team. /4

I make decisions confidently without hesitation. /4

I expect my team to follow my lead based on trust. /4

I am comfortable taking charge in high-pressure situations.. /4

I communicate goals and expectations clearly. /4

I ensure my team understands the bigger picture and long-term vision. /4

I am seen as a strong, decisive figure by my team. /4

Total Score: / 28
 The Collaborator
Values input and collaboration from the team,
creating an inclusive environment where
everyone’s voice is heard.

I seek input from my team before making decisions. /4

I encourage collaboration and group discussions. /4

I make sure every team member feels heard and valued. /4

I create a culture of transparency and openness. /4

I rely on collective decision-making rather than making decisions alone. /4

I take others' opinions into account before taking action. /4

I prefer to guide, not dictate, my team’s actions. /4

Total Score: / 28
 The Coach
Focuses on the development of their team,
guiding individuals through feedback, growth
opportunities, and personal support.

I focus on developing the strengths and skills of my team. /4

I provide regular feedback and mentoring to help others grow. /4

I create opportunities for team members to learn and improve. /4

I take a long-term approach to improving my team’s performance. /4

I help others find solutions rather than giving direct answers. /4

I am patient with team members' development processes. /4

I prioritise personal growth alongside professional success. /4

Total Score: / 28
 The Driver
Sets high-performance standards and leads by
example, driving the team to meet ambitious
goals with speed and precision.

I set high standards for performance and expect my team to meet them. /4

I lead by example, working hard to set the pace for my team. /4

I expect results quickly and hold others accountable for high output. /4

I drive my team towards excellence and high-quality outcomes. /4

I focus on getting immediate results, even under pressure. /4

I work efficiently and expect my team to keep up with my pace. /4

I expect team members to perform at their best at all times. /4

Total Score: / 28
 The Innovator
Seeks to inspire change and transformation,
pushing the team towards creative solutions
and a compelling vision for the future.

I inspire others with a compelling vision for the future. /4

I encourage innovation and new ways of thinking within my team. /4

I am passionate about driving positive change. /4

I empower my team to take ownership of their roles and responsibilities. /4

I am always looking for ways to help my team exceed expectations. /4

I challenge the status quo and encourage others to do the same. /4

I foster a culture of growth and transformation in my team. /4

Total Score: / 28
 The Supporter
Prioritises the needs and growth of the team,
empowering others and focusing on serving
before leading.

I prioritise the well-being and growth of my team members. /4

I actively work to support and empower others before myself. /4

I focus on creating a positive environment for my team. /4

I encourage and nurture my team’s development. /4

I listen carefully to the needs of my team before making decisions. /4

I value the contributions of each team member and provide support where needed.
/4

I seek to serve rather than to lead from a position of authority. /4

Total Score: / 28
 The Delegator
Trusts the team to work independently,
offering minimal interference and giving
team members autonomy in their decision-
making.
I trust my team members to make decisions without my input. /4

I delegate tasks and responsibilities freely and without micromanaging. /4

I provide my team with the autonomy to complete tasks in their own way. /4

I give my team members the freedom to find solutions to problems independently.

/4

I avoid interfering in the daily operations of my team unless necessary. /4

I step in only when my team requests guidance or support. /4

I rely on my team to take ownership of their work. /4

Total Score: / 28
 So, how was that?

Let’s plot your scores:

Visionary

Collaborator Coach

Driver Supporter
Weak: <15

Competent: 16-23

Master: 24 or more
Innovator Delegator

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 The
Leadership
Levelling Up Plan

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Now that you’ve completed the diagnostics for
each leadership model, reflect on your highest
and lowest scores.

Consider how these leadership styles impact

your effectiveness in different contexts and with
different teams.

Here are some suggestions to help you refine

and adapt your leadership approach:

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1. Identify Your Default Leadership Style

Review your highest-scoring leadership models.

These reflect the styles you naturally adopt.

Consider how these align with your team’s needs

and whether any adjustments are necessary for
specific situations.

2. Develop Flexibility in Your Leadership

While it’s important to know your dominant style,

effective leaders are adaptable.

If your scores indicate weaker use of certain

leadership styles, focus on developing skills in those
areas to become a more well-rounded leader.

Use the diagnostic responses to target specific areas.

Lead the way.

3. Set Development Goals

For each leadership style you’d like to improve, set

SMART goals (Specific, Measurable, Achievable,
Relevant, Time-bound).

For example, if you scored low on Coaching , you

might set a goal to mentor two team members over
the next three months.

4. Seek Feedback from Others

Ask your team or colleagues to give you feedback on

how they perceive your leadership style.

This can help confirm your self-assessment and give

you insights into areas for improvement.

Lead the way.

5. Regularly Reflect on Your Leadership
Approach

As you progress in your leadership journey, take

time to regularly reflect on your leadership
approach.

Are you adapting your style to meet the needs of

your team and the situation?

Are you continually developing your weaker styles?

By following these steps, you’ll continuously develop

your leadership.

The journey of improvement is ongoing, and the

more proactive you are in taking action, the greater
the results you’ll achieve.

Lead the way.

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change.

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