Leadership personality test based on Jung, Myers-Briggs typology

To be a leader in a company is really complex. It is not reasonable to expect that someone would be born with all of the strategies required. Leadership qualities can be developed. At the same time there are some innate traits person has to hold to become an effective leader.

Leadership strengths personality test utilizes next indexies for leadership strengths assessment:

• Power Index

  It represents the level of resourcefulness and dominance in the respondent. According to research, the stronger individual's combination of resourcefulness and dominance, the more often such individuals are found at the leadership positions. The Power Index factors in both Assurance Index and Resourcefulness Index. It ranges from 0% to 100% and its median on the sample is 50%.

• Assurance Index

  It refers to the respondent's ability to defend his or her point of view and implement plans. It also factors in the ability to accept criticism with an open mind and use it as an opportunity to learn and improve, as well as the ability to stand up and take responsibility for an important action.

• Visionary Index

  It reflects the ability of establishing strategic vision and goals, thinking "big", and seeing perspective of the events. The Visionary Index ranges from 0% to 100% and its median on the sample is 50%.

• Resourcefulness Index

  It reflects the ability to deal creatively and effectively with difficult and unusual situations, find unobvious solutions and question conventional way of thinking. Resourcefulness Index ranges from 0% to 100% and its median on the sample is 50%.

All personality types can be effective leaders because all types are valuable and have important contributions to make.

All leaders have individual preferences for exercising power or control, task orientation, relationship needs, and the demonstration of principles and values. For illustration purposes we display
key personality traits of ESTJ

ESTJ qualities - leadership strengths and weaknesses

• It is traditional, and they work hard to establish and preserve the culture of an organization.
• They take charge quickly, in a direct manner, whether asked to or not.
• They will solicit input from others but expect others to go along with their final decision. They want to know what is happening, why it is happening and how it can happen faster or better. Their ideas about what ought to be done are based on previous experience. They are much more task than relationship-oriented, and can be perceived by their subordinates as being tough, driven, and even heartless.
• ESTJ is results-oriented, cooperative, and authoritarian. ESTJs expect everyone to follow the rules and regulations without question, and to respect title, position, and hierarchies the same way they do. They are comfortable with evaluating the performance of others, as they are most interested in ensuring that the organizational standards are met. They feel equally comfortable doling out the consequences for not following those standards and tend to judge how a person is doing in an impersonal, task-related way. They can be brusque and impatient with those who do not follow the rules to their requirements.
• ESTJs are not ones to engage in small talk and do not have much tolerance for it in others. To them, efficiency is of primary importance, and paying attention to anything that doesn't accomplish the task to be done is a waste of time. ESTJ leaders' behavior is usually formal and impersonal, as they put their tremendous energy into achieving superior results, with people working together for the benefit of the organization.

ESTJs are at their best

• When things work the way they are supposed to.
• They are exceptional at creation procedures and detailed rules and regulations. Their employees are then expected to adhere to their standards and to do things correctly. They tend to be impatient with those who do not follow through on their tasks with sufficient attention to details.
• ESTJs are factual and specific in their speech and tend to give excellent instructions to their staff. They will provide them with precise, detailed, and relevant information, especially about the steps involved in achieving the desired outcome.

When ESTJs have difficulty

• When things do not go as planned.
• They have little tolerance for disorganization, lateness, sloppiness, or any other behavior they deem inappropriate. They can respond critically and have a short fuse, which they are, at times like this, in jeopardy of setting off. With excessively high expectations, they will be tough on themselves and on their direct reports. They can create a great deal of stress for their employees or coworkers.

In problem-solving situations

• ESTJs tend to be very focused and direct their thoughts toward solutions in a step-by-step fashion. They build on recollections, associations and blocks of sequential, orderly information, and have difficulty accepting intuitive concepts and unproven possibilities.

In communication with subordinates

• ESTJs are factual and specific in their speech and tend to give excellent instructions to their staff. They will provide them with precise, detailed, and relevant information, especially about the steps involved in achieving the desired outcome.

As leaders

• ESTJs place value on getting the job done.
• They tend to disregard the small steps that an employee takes toward a goal or performance improvement. As a result, they can demotivate those who are struggling to improve performance and reward only those who get to their goals quickly and efficiently. They need to learn that others can perceive the absence of feedback as criticism.