This quiz is based on Daniel Goleman’s six leadership styles framework, condensed into four primary archetypes most relevant to modern workplaces. Each scenario maps to observable leadership behaviours identified in peer-reviewed organisational psychology research. It is designed as a self-awareness starting point, not a clinical diagnostic. For a comprehensive 360-degree leadership assessment, consider working with a certified coach.
const questions = [
{
scenario: “Team Direction”,
text: “Your department is given a challenging new goal with an unclear path. How do you kick things off?”,
options: [
{ text: “Paint a compelling picture of what success looks like and rally the team around that vision”, style: “visionary” },
{ text: “Sit down with each person to understand their goals and figure out how this project can develop their skills”, style: “coach” },
{ text: “Bring everyone together and facilitate a brainstorm so the team co-creates the approach”, style: “democratic” },
{ text: “Set clear milestones and model the work ethic you expect by diving in alongside them”, style: “pacesetter” }
]
},
{
scenario: “Underperformance”,
text: “A reliable team member has been missing deadlines for the past two weeks. What’s your first move?”,
options: [
{ text: “Remind them how their role connects to the bigger mission and ask what’s blocking them”, style: “visionary” },
{ text: “Schedule a private one-on-one to explore what’s going on and how you can support them”, style: “coach” },
{ text: “Raise it in the team meeting so the group can discuss workload and support each other”, style: “democratic” },
{ text: “Step in, review their task list, and help them reprioritise to get back on track immediately”, style: “pacesetter” }
]
},
{
scenario: “Conflict Resolution”,
text: “Two team members disagree strongly about how to approach a client project. What do you do?”,
options: [
{ text: “Redirect the conversation by asking which approach better serves the long-term client relationship”, style: “visionary” },
{ text: “Meet each person separately, help them see the other’s perspective, and coach them to find middle ground”, style: “coach” },
{ text: “Let them present both cases to the full team and let the group weigh in on the decision”, style: “democratic” },
{ text: “Evaluate both approaches yourself and pick the one that delivers results faster”, style: “pacesetter” }
]
},
{
scenario: “New Team Member”,
text: “A new hire joins your team and seems overwhelmed during their first week. How do you handle it?”,
options: [
{ text: “Share the team’s purpose and values so they understand why the work matters from day one”, style: “visionary” },
{ text: “Pair them with a buddy and check in daily to coach them through the learning curve”, style: “coach” },
{ text: “Introduce them in the next team meeting and ask the group to help them get up to speed”, style: “democratic” },
{ text: “Give them a structured onboarding checklist with clear deliverables for their first 30 days”, style: “pacesetter” }
]
},
{
scenario: “Change Management”,
text: “Senior leadership announces a major restructure. Your team is anxious. What’s your approach?”,
options: [
{ text: “Explain how the change fits the company’s future and what opportunities it creates for the team”, style: “visionary” },
{ text: “Have individual conversations to understand each person’s concerns and help them navigate the transition”, style: “coach” },
{ text: “Hold an open forum where people can ask questions and collectively decide how to adapt”, style: “democratic” },
{ text: “Focus on what’s in your control, set immediate action items, and keep output steady through the turbulence”, style: “pacesetter” }
]
},
{
scenario: “Innovation”,
text: “You want to introduce a new process that could improve efficiency by 30%. How do you roll it out?”,
options: [
{ text: “Present the big picture of where this takes the team and how it changes the game”, style: “visionary” },
{ text: “Pilot it with one or two people, coach them through the learning, then expand gradually”, style: “coach” },
{ text: “Present the idea to the team, gather their input, and refine it together before implementing”, style: “democratic” },
{ text: “Implement it yourself first to prove it works, then roll it out with documented best practices”, style: “pacesetter” }
]
},
{
scenario: “Delegation”,
text: “You’re overloaded and need to delegate a high-visibility presentation. How do you choose and brief the person?”,
options: [
{ text: “Pick someone who’s passionate about the topic and let them tell the story in their own way”, style: “visionary” },
{ text: “Choose someone who would grow from the exposure and spend time coaching them through the prep”, style: “coach” },
{ text: “Ask the team who feels confident taking it on and let them volunteer”, style: “democratic” },
{ text: “Give it to your strongest presenter with a detailed outline of exactly what needs to be covered”, style: “pacesetter” }
]
},
{
scenario: “Recognition”,
text: “The team just delivered a major project ahead of schedule. How do you celebrate?”,
options: [
{ text: “Connect the win to the bigger mission, showing how it moves the department forward”, style: “visionary” },
{ text: “Acknowledge each person’s individual contribution and discuss what they learned”, style: “coach” },
{ text: “Let the team choose how they want to celebrate and recognise each other publicly”, style: “democratic” },
{ text: “Highlight the specific metrics they exceeded and set the next ambitious target”, style: “pacesetter” }
]
},
{
scenario: “Crisis Response”,
text: “A major client threatens to leave due to a service failure. What’s your first 24 hours?”,
options: [
{ text: “Personally assure the client of your long-term commitment and present a recovery vision”, style: “visionary” },
{ text: “Debrief with the team member involved, coach them through the mistake, and build a recovery plan together”, style: “coach” },
{ text: “Assemble the full team, map out what went wrong collectively, and agree on a response together”, style: “democratic” },
{ text: “Take charge of the client call yourself, fix the issue immediately, and implement safeguards”, style: “pacesetter” }
]
},
{
scenario: “Feedback Delivery”,
text: “You need to give tough feedback to a mid-level performer about their communication skills. How?”,
options: [
{ text: “Frame it around their potential impact and the leader you see them becoming”, style: “visionary” },
{ text: “Use specific examples, ask reflective questions, and co-create a development plan”, style: “coach” },
{ text: “Include peer feedback from the team so it feels balanced and multi-perspective”, style: “democratic” },
{ text: “Be direct about the gap, show them what great looks like, and set clear improvement metrics”, style: “pacesetter” }
]
},
{
scenario: “Resource Constraints”,
text: “Budget cuts mean you lose one headcount. How do you manage the team through it?”,
options: [
{ text: “Reframe the constraint as a chance to focus on what truly matters and cut low-impact work”, style: “visionary” },
{ text: “Talk to each person about their capacity and help them prioritise and develop new skills to cover gaps”, style: “coach” },
{ text: “Bring the team together to collectively decide which responsibilities to redistribute”, style: “democratic” },
{ text: “Restructure the workflow yourself, eliminate inefficiencies, and show the team it can be done”, style: “pacesetter” }
]
},
{
scenario: “Meeting Culture”,
text: “Your weekly team meeting feels stale and unproductive. What do you change?”,
options: [
{ text: “Replace status updates with a forward-looking format focused on goals and opportunities”, style: “visionary” },
{ text: “Rotate meeting facilitation so each person develops their leadership skills”, style: “coach” },
{ text: “Ask the team what format they want and let them redesign the meeting structure”, style: “democratic” },
{ text: “Cut the meeting to 15 minutes with a strict agenda and action-item accountability”, style: “pacesetter” }
]
},
{
scenario: “Cross-Functional Work”,
text: “You need to collaborate with a department that has a very different working style. How do you approach it?”,
options: [
{ text: “Find a shared purpose that excites both teams and use that as the north star”, style: “visionary” },
{ text: “Build relationships with their key people and coach your team on how to adapt their communication”, style: “coach” },
{ text: “Set up a joint working group where both sides have equal voice in decisions”, style: “democratic” },
{ text: “Establish clear deliverables, timelines, and accountability for each side from the start”, style: “pacesetter” }
]
},
{
scenario: “Personal Development”,
text: “A team member asks for your advice on their career path. How do you respond?”,
options: [
{ text: “Share your perspective on where the industry is going and help them position themselves for the future”, style: “visionary” },
{ text: “Ask deep questions about their values and aspirations, then help them map out a growth plan”, style: “coach” },
{ text: “Connect them with mentors across the organisation and suggest they gather diverse perspectives”, style: “democratic” },
{ text: “Review their performance data, identify their strongest areas, and suggest roles where they can excel”, style: “pacesetter” }
]
},
{
scenario: “Decision Under Pressure”,
text: “You have 48 hours to decide on a strategy that will affect the whole team for the next quarter. What do you do?”,
options: [
{ text: “Trust your instinct about where the market and team need to go, and commit to a bold direction”, style: “visionary” },
{ text: “Quickly consult the people most affected, consider their development needs, and make a balanced call”, style: “coach” },
{ text: “Run a rapid consultation with the team to gather input before making the final call”, style: “democratic” },
{ text: “Analyse the data, make the decision, and present the team with a clear execution plan”, style: “pacesetter” }
]
}
];
const styleData = {
visionary: {
name: “The Visionary Leader”,
tagline: “You lead by painting a compelling picture of the future and inspiring others to move toward it.”,
strengths: [
“Exceptional at rallying teams around a shared purpose and big-picture goals”,
“Naturally inspires motivation and buy-in during times of change or uncertainty”,
“Creates strong team identity by connecting daily work to a meaningful mission”,
“Comfortable making bold decisions when the path forward is unclear”
],
blindSpots: [
“May overlook practical details and day-to-day execution challenges”,
“Can seem disconnected from team members’ immediate concerns or workload”,
“Risk of setting ambitious goals without adequate support structures”,
“May struggle with patience when progress is slower than the vision demands”
],
growth: [
“Pair every vision statement with 2-3 concrete next steps your team can act on this week”,
“Schedule monthly one-on-ones focused purely on listening, not inspiring”,
“Partner with a detail-oriented team member who can translate your vision into execution plans”,
“Practice asking ‘What do you need from me?’ more often than ‘Here’s where we’re going'”
],
bestContext: “Organisations navigating change, launching new initiatives, or needing to re-energise a disengaged team. Your style is most powerful when the destination matters more than the route.”
},
coach: {
name: “The Coaching Leader”,
tagline: “You lead by developing people, unlocking their potential, and building deep trust through genuine investment in their growth.”,
strengths: [
“Builds exceptionally loyal and high-trust relationships with team members”,
“Develops future leaders by investing in people’s long-term skills and confidence”,
“Creates psychologically safe environments where people take smart risks”,
“Naturally adapts your approach to each individual’s needs and motivations”
],
blindSpots: [
“May spend too long developing people when the situation demands fast decisions”,
“Can struggle to give direct, tough feedback when the coaching approach isn’t working”,
“Risk of being perceived as playing favourites when investing deeply in certain people”,
“May avoid making unpopular decisions to preserve relationships”
],
growth: [
“Set time boundaries for coaching conversations so development doesn’t slow delivery”,
“Practice giving direct, candid feedback within the first 30 seconds of difficult conversations”,
“Document team development plans to ensure everyone gets equal investment”,
“Build comfort with decisions that disappoint individuals but serve the team’s goals”
],
bestContext: “Stable environments where talent development is a priority, teams with high potential but low confidence, and cultures that value long-term people investment over short-term output.”
},
democratic: {
name: “The Democratic Leader”,
tagline: “You lead by harnessing collective intelligence, building consensus, and giving every voice a seat at the table.”,
strengths: [
“Generates stronger solutions by incorporating diverse perspectives and expertise”,
“Builds high ownership and accountability because the team shapes the decisions”,
“Creates an inclusive culture where people feel genuinely heard and valued”,
“Excels at navigating complex problems that benefit from multiple viewpoints”
],
blindSpots: [
“Decision-making can be slow when every voice needs to be heard on every issue”,
“May struggle in crisis situations that demand rapid, decisive action”,
“Risk of decision fatigue when the team is consulted on too many things”,
“Can inadvertently avoid accountability by diffusing decisions across the group”
],
growth: [
“Define which decisions need team input and which you should make independently”,
“Set time limits on group discussions to prevent consensus paralysis”,
“Practice saying ‘I’ve decided’ on operational matters so the team can focus energy on strategic questions”,
“Build a framework: consult on strategy, inform on operations, delegate on execution”
],
bestContext: “Knowledge-work teams with experienced members, organisations that value innovation, and situations where quality of decision matters more than speed of decision.”
},
pacesetter: {
name: “The Pacesetting Leader”,
tagline: “You lead by example, setting high standards and driving relentless execution through personal excellence.”,
strengths: [
“Delivers exceptional results by modelling the work ethic and quality you expect”,
“Brings clarity and structure to chaotic or underperforming environments”,
“Naturally raises the bar for the entire team through your own standards”,
“Thrives under pressure and keeps teams focused on outcomes when stakes are high”
],
blindSpots: [
“Can inadvertently create a culture where people feel they can never be good enough”,
“May become a bottleneck by doing too much yourself instead of developing others”,
“Risk of burnout for yourself and high-performers trying to match your pace”,
“Struggles to slow down for coaching and development conversations”
],
growth: [
“Delegate one task this week that ‘only you can do’ and resist the urge to redo it”,
“Replace ‘Let me show you how’ with ‘How would you approach this?’ at least once daily”,
“Schedule explicit development time that cannot be overridden by delivery pressure”,
“Track team wellbeing metrics alongside performance metrics in your weekly review”
],
bestContext: “Fast-paced environments with tight deadlines, turnaround situations, and teams of self-motivated experts who thrive on challenge. Use this style in sprints, not marathons.”
}
};
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