Leadership Potential Assessment - GroomX Finishing Academy

What's Your Leadership Potential?

Discover your leadership style, decision-making strengths, and ability to inspire others. Uncover your potential to lead with confidence in just 5 minutes.

📝 10 Questions ⏱ 5 Minutes 📊 Instant Results

Page 1 of 10

Your team is given a new project with no clear instructions. What do you do? Focus on my own tasks and wait for someone senior to provide direction Organize the team, assign tasks based on everyone's strengths, and set a short-term plan Define the vision for what success looks like, communicate it to the team, and build a roadmap Try to take charge but realize halfway through that I am not sure how to get the team aligned

Page 2 of 10

A junior team member is underperforming. How do you handle it? I focus on my own work — managing others is not really my responsibility Have a direct conversation about their performance, set clear targets, and monitor their progress Dig deeper to understand the root cause — motivation, skills gap, or personal circumstances — and coach them through it Feel uncomfortable addressing it and hope it resolves itself over time

Page 3 of 10

How do you currently think about your career goals? I focus on doing my current job as well as possible and let opportunities come to me I have a clear 1-2 year plan and I am actively working toward the next step I think about the kind of leader and legacy I want to build over the next decade I know I want to grow but I have not yet sat down to map out exactly how

Page 4 of 10

You disagree with a decision made by senior leadership. What do you do? Grumble quietly to colleagues but ultimately just follow the direction given Raise your concern through the proper channel and ask for clarification on the reasoning Request a meeting to present a data-backed alternative and advocate for a better outcome Go along with it without question — it is not your place to challenge those above you →

Page 5 of 10

How do you handle a situation where two team members constantly clash with each other? Stay out of it — it is between them and not your problem to solve Step in, mediate the conversation, and set clear expectations for professional behavior Address the interpersonal dynamic, explore what is driving the conflict, and restructure team roles if needed Try to mediate but struggle to stay neutral because you are closer to one of them

Page 6 of 10

A major project has just failed. Your team is demoralized. What do you do? Feel deflated yourself and wait for leadership to step in and fix the mood Call a team meeting, do a structured debrief, and assign action items to prevent it happening again Acknowledge the failure openly, take responsibility for your part, re-inspire the team with a renewed vision, and turn the lesson into a strategic advantage Try to cheer people up informally but do not really address what went wrong

Page 7 of 10

How do you approach making a big decision that affects your team? I make decisions within my own role but prefer to leave bigger calls to my manager I gather input from the relevant people, weigh the options, and make a clear, timely call I consider the long-term organizational impact, model different scenarios, and bring stakeholders along in the decision-making process I overthink it, seek too many opinions, and struggle to commit to a final decision

Page 8 of 10

What does your relationship with feedback look like? I appreciate positive feedback but find critical feedback hard to hear without feeling defensive I actively seek feedback from my manager and use it to improve specific skills I seek feedback from all directions — my manager, my peers, and the people I lead — and I use it to evolve my leadership style I wait for feedback to come to me rather than proactively asking for it

Page 9 of 10

How do you develop the people around you? I focus on my own development — I am not responsible for growing other people's careers I share knowledge with my team, delegate tasks to stretch their skills, and give regular feedback I actively mentor individuals, create development plans tailored to each person, and measure my success by how far my team has grown I help when people ask but do not proactively invest in other people's growth

Page 10 of 10

How do others typically describe your role in a team setting? The expert — people come to me when they need something done really well technically The organizer — people rely on me to keep the project on track and the team coordinated The visionary — people look to me to set the direction and inspire confidence when things are uncertain The supporter — I am always there to help but rarely take the lead myself

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