A Six-Dimensions Leadership Assessment (Pilot) | CupTalks

Reflect on leadership behaviors you used in the past 3 months in one work, volunteer, education, or community group. You do not need a management title. This adult pilot has 5 optional background questions and 36 behavior items; allow about 10–12 minutes. Results show six dimension means (1–5), total points (36–180), and a 0–100 rescaling of the total. The total is a descriptive behavior composite, not a validated leadership ability score or percentile. Use your profile to choose a behavior to practice. This original, literature-informed CupTalks pilot is for self-development, not hiring or promotion decisions. Background answers never affect scores.

Your answers are stored with your account. If you choose anonymous participation, your identity will not be displayed with the tool response.

1. How do you describe your gender?

WomanManNonbinaryI describe my gender another way

2. What is your age group?

3. Which racial or ethnic groups do you identify with?

American Indian or Alaska NativeAsianBlack or African AmericanHispanic or LatinoMiddle Eastern or North AfricanNative Hawaiian or Pacific IslanderWhiteI describe my background another way

4. Which setting are you using for your answers?

5. How much experience do you have guiding shared work, with or without a formal title?

1. I described what a successful result would look like before work began.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

2. I asked a person which skill they wanted to develop for their work.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

3. I invited input from someone who had not yet spoken in a group discussion.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

4. I explained the criteria used to allocate a limited opportunity or resource.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

5. I asked someone for a specific suggestion about how I could lead more effectively.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

6. I identified people outside our group who would be affected by our work.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

7. I clarified which task should take priority when demands competed.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

8. I gave feedback using a specific example of the person's work.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

9. I asked for a view that might challenge my preferred decision.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

10. I acknowledged my part in a mistake to the people affected.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

11. I reviewed an unexpected result with others to understand what happened.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

12. I sought input from another group before finalizing a plan that depended on them.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

13. I agreed with the people involved on who owned each important task.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

14. I demonstrated an unfamiliar task when someone needed guidance.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

15. I let a person finish explaining a concern before I responded.

1 — Never2 — Rarely3 — Sometimes4 — Often5 — Almost alwaysNot applicable / no opportunity

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