Test whether you are a responsible person. Psychological test with recommendations for identifying a person’s leadership qualities

The key difference between managerial responsibility and executive responsibility is that the performer is responsible for the results of only his own activities, and the manager is responsible for the results of the work of the entire department

The higher the level of management, the higher the level of executive responsibility. The department head must take managerial responsibility for the actions (or inactions) of all department employees. The head of the department - for the actions (or inaction) of all employees of the department. The General Director is for the work of the entire organization.

Managerial responsibility: tasks of a manager

• form and consolidate agreements;
• foresee possible risks and think through ways to minimize them;
• monitor and analyze the results obtained;
• provide options for adjusting the situation in case of failure

It is for this difference in responsibilities that managers are paid an order of magnitude more than performers. Managerial responsibility is a high level of qualifications and professionalism.

What kind of leader are you?Managerial Responsibility Test

This project is for Managers who want to see the management capabilities of all their subordinates in an absolutely transparent business environment; Managers looking for unclaimed talent; Company managers who want to understand who really generates effective solutions and who will simply join or sabotage)

Key

From 30 to 24 points inclusive: Happy for you! You are veryresponsible leader.

When setting a task, you clearly record the agreements with the employee, and when monitoring execution, you directly point out his personal shortcomings. At the same time, you are ready to admit your mistakes and take responsibility for your own actions and decisions. Even if some issue requires approval from senior management, and the document bears his signature, you do not waive responsibility for the ideas you propose. You understand that there are no objective reasons for failure to complete tasks, there are only ill-considered risks and poorly planned actions to minimize them. You know constructive ways of non-material motivation of employees and techniques for developing their responsible attitude towards their activities. You respect subordinates who openly express their disagreement with your decisions, and are willing to discuss with them the most effective ways to develop the situation in order to achieve common goals.

From 23 to 11 points inclusive: We will be glad to meet you! You still have a lot to learn.

It is important for you that in conditions of uncertainty “at the top”, long-term goals are clearly and clearly defined. Otherwise, you will shift responsibility for complex and risky decisions to higher management. In relation to your subordinates, you have a fairly democratic leadership style: you are ready to discuss in detail with the employee how to achieve the goal and possible difficulties, as well as provide help and support in difficult situations for him. However, if an employee proposes a path with which you do not agree, then, most likely, you will shift responsibility for the lack of results to a subordinate. In problematic situations, you spend a lot of time discussing, helping the employee cope with the task, but perhaps the subordinate does not expect explanations from you, but specific and decisive actions. Your employees can often get away with failing to complete tasks, especially when they have strong communication skills and can convince you that they did not have the necessary resources to complete the task. At the same time, you do part of the work that your subordinates should do yourself, thus leaving them unloaded.

From 10 to 0 points: Are you really a leader?

You give employees the opportunity to avoid personal responsibility for the results of their work, because you do not demonstrate by personal example your willingness to admit your shortcomings and mistakes. In difficult situations, you prefer to justify the lack of results by the actions of other people or circumstances that are difficult for you to influence. You do not form clear agreements with the employee about what you would like to see as the final result. In connection with this, it is difficult for you to hold him accountable for failure to fulfill the plans, since he can always say that he did not understand the task, or you did not give clear instructions on what should have been done and when. You rely excessively on material methods of stimulating staff, spending budget funds where additional costs could be avoided. To deal with employee resistance, you often use authoritarian management methods, thereby depriving them of the opportunity to take initiative and take responsibility for results.

Purpose of the training:
Participants will acquire theoretical knowledge and practical skills in using cause-and-effect analysis tools, collecting information, generating ideas, assessing alternatives and risks to a level that allows them to independently develop and offer ready-made solutions to senior management.

Business game “Responsibility Test”

educational psychologist: Kotsuba T.M.

Municipal budget

general education

institution "Black Sea

secondary school No. 1"

Goals and objectives: master socio-psychological knowledge, practical techniques for building communication in various conditions; develop the ability to analyze situations typical when communicating with people, and the understanding that the success of responsibility is ensured by individual efforts; practice techniques that allow you to carry out business contact with a partner, listen and understand him, and build a conversation; promote a climate of cooperation.

1 Greetings. "Wishes"

Each participant says a phrase addressed to everyone else:

“Good afternoon!”, “I wish everyone to learn a lot of new and interesting things”...

2 Motivational-organized stage.

Today we will talk about responsibility. This word incorporates several concepts:

Levels of responsibility; components that constitute responsibilities; ways to form responsibility, etc. We are teachers, which means we are responsible not only for ourselves, but also for the cause, for raising children. Several proverbs and sayings can be cited as evidence of the spiritual relationship between an adult and a child:

“What goes around comes around”, “The apple doesn’t fall far from the tree”... Therefore, we adults need to learn to weigh every word, take responsibility for every action before taking part in raising children. Today we will make an attempt to test our knowledge about the problem of responsibility, the ability to find the right solution in situations. We will call our game “Responsibility Test”.

3 Content stage.

Each person lives their life differently, but each of us goes through the same stages of life's journey. It's like we're climbing a ladder. First, we stand for some time on the step called “I”, trying to understand “Who am I.”

1) Step “I”.

a) Let's think about the topic “Something is happening to me”

(about responsibility)

I rejoice when... I don't like it when...

I get offended when... I get sad when...

I get angry when... I suffer when...

I have fun when... I cry when...

Resume: It is very important that we do not be slaves to emotions, especially negative ones, because they tend to ruin the lives of those around us. You should always set yourself up for the good.

b) Comic test “Chinese roulette”

Participants are asked to complete the sentences:

If I were a tree, I would want to be...I would not want to be...

If I were clothes, I would want to be... Then I would not want to be...

If I were a machine, I would want to be...I would not want to be...

If I were a drink, I would want to be...I would not want to be...

If I were a writer, I would want to be... Then I would not want to be...

If I were a flower, I would want to be...I would not want to be...

If I were a toy, I would want to be...I would not want to be...

If I were a movie hero, I would want to be... I would not want to be...

2) Step “World of People”.

We rise to another step, which introduces us to the world of people. It is here that everyone realizes that he is not alone, establishes relationships, shows emotions, character, and different types of responsibility appear.

Discussion “Being responsible means making your own decisions and recognizing the need for action …»

*If you are convinced of this, then show an exclamation point.

* If you doubt your statements, there will be a question mark.

Motivational and stimulating game"Wand"

Components (components) of responsibility: 1. understanding of the task; 2. agreement with the task; 3. the ability to independently motivate your actions.

Levels of education of responsibility: 1 child as an assistant; 2. the child needs understanding and control; 3. completes tasks independently.

Conditions for developing a sense of responsibility: 1. self-respect; 2. reasonable restrictions;

3. conditions of child development.

Resume : Our views, as you have already seen, may be different, but there is also a common theme “Responsibility” - we participate in the discussion, are excited, and this emotion unites us.

Step 3 “The world around us”.

The next step is called “The world around us.” Here we see life in even greater diversity: this world has a political background and social overtones. And here our “I” is subjected to a real test: How to find our place in the world? How to survive? How to raise and educate children?

Reflective-evaluative game “Determining responsibility in situations.”

Each subgroup is given a situation in which they must determine whether there is responsibility or another feeling?

+ Masha quickly washes the dishes because she knows that she will not be able to watch the movie until she does this (Obedience);

+ Anya loves to read. When she returns from school on Monday, she immediately begins her reading homework, although she won't be asked until Friday. (Responsibility. The girl could read any other book);

+ Kolya wants to go to a swimming competition. Every day he goes to the pool and trains. (Responsibility);

+ Vanya promised to bring a book to his school friend, but forgot. (Neither obedience nor responsibility).

The process of transferring responsibility is very difficult. It has to start with the little things. Giving children responsibility for their deeds and actions is the biggest concern. It makes them stronger and more confident, and your relationship joyful and calm.

4. “Self-affirmation” step.

The highest level of life's path is creative, personifying the highest level of human skills. I offer you a creative task - to derive a formula for responsibility. (work in groups)

5. Reflection.

Each subgroup is offered “hats” of three colors (white, red, yellow).

The subgroup with a white hat should answer the question:

“Is it possible to cultivate responsibility?”

To the subgroup with a green hat - “Do people need responsibility?”

For the subgroup whose hat is red, derive the formula for responsibility.

Conclusion:

“Yesterday I was smart, I wanted to change the world.

C Today I am wise, and therefore I change myself"

Leonardo DiCaprio

72-78 points– you are an organized person. The only thing I can advise you is: do not stop at the achieved level, continue to develop self-organization. Don't let it seem to you. That you have reached your limit. An organization, unlike nature, gives the greatest effect to those who consider its resources to be inexhaustible.

63-71 points– you consider organization an integral part of work. This gives you a distinct advantage over those people who only get organized when absolutely necessary. But you should take a closer look at self-organization and improve it.

Less than 63 points– your lifestyle, your environment have taught you to be organized in some ways. Organization appears in your actions and then disappears. This is a sign of a clear system of self-organization. There are objective organizational laws and principles. Try to analyze your actions, time spent, and work technique.

Test “Are you a responsible person?”

Choose from the proposed statement options the one that most accurately characterizes you. If you agree, then put “yes” next to the statement number; if you disagree, put “no”.

Statements

I achieve the results I need quickly enough.

If necessary, I have no problem working seven days a week.

I consider my work responsible.

As a rule, I finish what I start.

I am able to be objective in assessing my achievements and failures.

I always go back to what I've done and correct my mistakes.

Many people think that I take my work responsibly.

I believe that work should not depend on personal life.

When making decisions, I must clearly understand how it will affect the situation.

I always finish the things I start.

In my life I have had more successes than failures.

I am able to fairly accurately determine priorities in my work.

It is important to me that my work benefits others.

If I lose my favorite activity, life will lose meaning for me.

I believe that you need to constantly improve your professionalism.

I can admit that I was wrong.

I enjoy making responsible decisions.

I am able to see my problems in their true light.

A completed task brings me satisfaction.

I am able to carry my plans to their logical conclusion.

Sometimes it turns out that I take on the obligations of others.

If I do some work poorly, I feel unwell for a long time.

The mistakes of my subordinates are my mistakes.

I take the feelings of others quite close to my heart.

I always obey the instructions of my superiors.

Add up all “yes” answers, assigning 1 point to each.

20-25 points. We can say with confidence that you are a very responsible person and you have a developed sense of duty. Usually you prefer to complete the things you start, and if events interfere with the implementation of your plans, then this causes you some inconvenience. You, a person who often takes responsibility for other people, willingly help everyone, are able to sacrifice yourself in the interests of others. Be critical of other people's inconsistencies, inaccuracies, and weaknesses. Therefore, you tend to build interpersonal relationships based on how much the people around you have a sense of duty and responsibility. To achieve your goals, you show persistence and perseverance. You are goal-oriented. Your work style is characterized by extreme commitment and precision.

15-19 points. You undoubtedly have a sense of responsibility and duty. But it is important for you to be sure that no one will demand more from you than you can do. Sometimes you are too passive - so that no one around you appreciates your desire to act as an attempt to take the reins and full responsibility for what is happening. Fearing this, you sometimes restrain the desire to do something, while your natural activity and efficiency fully allow you to make responsible decisions and complete the things you start.

Less than 14 points. You are a person prone to spontaneous - and sometimes inconsistent - decisions. You often don’t think about the fact that you, as an employee, are expected to make responsible decisions, if only because you are paid. Your inaccuracy and optionality can lead to conflict with your superiors. An excessively frivolous attitude towards your responsibilities, and perhaps towards life in general, does not cause you trouble just because you have never yet encountered serious demands from your boss, employees or loved ones. What you need is to imagine how nice it would be to do everything planned on time, to show yourself and others that you are capable of being a responsible person and making strong-willed, responsible decisions.

Responsibility is a personal quality that is quite difficult to measure. Our company uses three main methods: psychological testing, personal interview and assessment center.

Many people say that responsibility should be checked before the interview begins: check what time the candidate arrived, whether he prepared for the interview, whether he read information about the company. I attribute this more to commitment, punctuality or deep interest in a particular place of work.

Psychological testing– the least accurate (approximately 40%) method, so we use its results only as a test of one or another assumption.

Test task, which is given to a person at home, can also indicate the responsibility of the candidate. But you also need to understand that a candidate who wants to get a job in a company will most likely complete the test task. In this case, it is more important to look at how he completed it, how much he worked out the material, how he structured it, etc.

One of the main elements of the assessment center used in our company is business game. The method is considered one of the most reliable (approximately 70–80%), because it is quite difficult to demonstrate unusual behavior in an active, unpredictable business game.

If a person easily withstands the attention of the audience, simply gets into contact with people, then this will show up in the game. It is important that based on the results of this research, we can reasonably explain to candidates why we made this or that decision, as well as give recommendations for the development of certain qualities.

Personal interview– an interview, based on the results of which one can draw conclusions about the candidate’s responsibility with up to 99% confidence J. In this case, the quality of the result depends on the variability of the recruiter.

From my own experience, I can identify a number of questions that help to reliably assess a candidate’s level of responsibility.

1. When identifying responsibility, I always begin with the question of what this quality is in the candidate’s understanding. This helps to align the conceptual apparatus. For me, responsibility is the willingness to do everything in order to achieve the desired result, the willingness to do more or differently if the actions that the manager asked for were not enough to achieve the goal, the ability to act, realizing the consequences. And sometimes already at this level we can conclude that we may not be on the right path, since candidates, speaking about responsibility, describe indicators of diligence or commitment, or by the way they speak, you understand that responsibility for them is a streamlined or undesirable phenomenon.
2. You can ask a direct question: “Are you responsible?” Few of the candidates will answer “No”; more often they will say much softer things, for example, “Sometimes I can be irresponsible.” And of course, in such cases, you need to ask for clarification, to explain why this happens or why he thinks so.
3. I find STAR questions effective: “Give me an example of a time when you took responsibility.” It would be ideal if in the example the candidate describes a situation, the tasks that were set, the actions that he took, and the result that was achieved. At the same time, if at least one part was left out of the story, then perhaps this situation did not exist in his experience.
4. I also like questions with a little provocation. For example, if a candidate declares his high responsibility, then you can say the following: “There are no 100% responsible people, give an example of when you behaved irresponsibly.” And look at the reaction, perhaps the candidate will try to convince you - this is a good sign; if he thinks for a while and says that sometimes he forgets to buy bread at home - that’s also not bad, but if he immediately gives a clear example of irresponsibility - be careful, double-check with additional questions.
5. It is quite effective to ask the following question: “If five of your acquaintances are asked about your three greatest strengths, how many times will responsibility be mentioned?” Some are not shy and say “15”, although the maximum result is “5”. After this, you should definitely ask why they think so and how many times they have actually heard the characteristic “responsible” from others. Or like this: “And if we ask your former manager what he will say about you, will he call you responsible? Do you have his phone number? Can I call him? As a rule, after this question the fun begins. Either they say “Yes,” and then you can go all-in and call, or they begin to evade the answer: “Well, I don’t know,” “Let’s not now,” “I don’t have a number,” etc.
6. You can also ask to tell about the boundaries of responsibility at your previous place of work. If a candidate begins to talk about his job responsibilities, then this person is probably only a performer, ready to do what they say and not very interested in taking on “extra.” And if he describes any of his initiatives, projects in which he showed himself, a difficult situation and how he got out of it, then the candidate is most likely interested and ready to take responsibility.
7. It is also important to ask projective questions, for example, “Why do you think some people are responsible and some are not?”, “Under what circumstances do employees work effectively?” If a candidate names external circumstances: resources, manager, good weather, etc., then this can be regarded as a tendency to shift responsibility. A good candidate answer is related to his personal effectiveness, for example, “How successful I want to be.”
8. Indirect questions can also talk about responsibility. For example, “How did you choose a university?” If the candidate answers: “Mom advised”, “I went along with a friend,” then, most likely, you should not expect a high level of responsibility from him.

Of course, asking one question is not enough; it is important to look at the candidate over time. The most effective way is to jump from one competency to another, let the candidate talk for 3-5 minutes about one, and then return to the previous questions. You can rephrase his answer to add what he didn't say. And if he agrees with this, then it’s worth thinking about: probably at some point he was lying.

Ideally, you need to test qualities, knowledge and skills using a large number of methods - the more confirmation of a particular assumption, the better.

I do not oblige every recruiter to follow a strict plan and ask only the questions described above. Each of them understands what he needs to evaluate, and what to do for this, he decides for himself, because each recruiter has his own style, his own “effective” questions and methods. In addition, the naturalness of the recruiter’s behavior and his sincere interest in the candidate are very important for the quality of the interview - not a single candidate will open up completely at a meeting that most closely resembles a dry interrogation.

Here are selected tests for non-professional use. Anyone can test themselves using these tests. The results obtained from these tests should not be taken too seriously. However, they are good for expanding the “inner horizon”, developing self-criticism, and a source of ideas for self-improvement. Polish doctors from the Institute of National Health, together with graphologists and psychologists, developed a test to determine a person’s susceptibility to certain diseases based on handwriting. Do you tend to plan your time and not be at the mercy of external circumstances? The purpose of this questionnaire is to identify the level of honesty and openness of the subject. Designed for professional psychological diagnostics. The “Honesty” questionnaire goes well with those questionnaires that do not include a lie scale: with low scores: Square, triangle, rectangle, circle, zigzag - hard work, leadership, transition, harmony, creativity. Equal or unequal union. Many of us, self-aware people, are able to assess the degree of our activity and manifest it in accordance with our own potential. At the same time, there are many people who are endowed by nature with great vital activity, but do not realize it and do not even know about its existence. Anankast has a powerful force of unjustified resistance to circumstances. Instead of adapting to them, he tries at all costs to keep them unchanged. But in life everything changes, much of it is relative or does not matter at all for human existence. Diagnosis of aptitude for artistic professions. Diagnosis of the general psychological climate in the family. Prudent people love comfort; before doing anything, they will “measure seven times.” Others rush through life headlong: they don’t care! They are able to risk everything, even if the success of the enterprise is not guaranteed. If you are a girl or young woman who sometimes finds it very difficult to understand your feelings for another person (young man), then let’s hope that this test, developed by Professor Kovalev, will to some extent help you understand your feelings. This test will help for self-analysis in determining the nature of the relationship with your spouse. Irritability. How important is sex and things related to it to you and your life? Rate each five years of your life according to the degree of saturation with events that are important to you. Aggressive or peaceful. If the number of points matches your age, then everything is in order. For those who prefer creative activities, it is advisable that the psychological age does not exceed the passport age. Do you have significant creative potential, which presents you with a wide range of possibilities? If you can actually apply your abilities, then a wide variety of forms of creativity are available to you. Choleric. Sanguine. Phlegmatic person. Melancholic. The level of general communicative tolerance is evidenced by the fact that you cannot or do not want to understand or accept the individuality of other people. The individuality of another is, first of all, what is special about him: given by nature, brought up, learned in his environment. Veiled cruelty in relationships with people, in judgments about them. Open cruelty in relationships with people. Justified negativism in judgments about people. Grumping, that is, the tendency to make unfounded generalizations of negative facts in the field of relationships with partners and in observing social reality. ... Exhibitionism, homosexuality, masochism, sadism, polygamy, perversion, animalism, narcissism, voyeurism. Test for women. Bodily health. Well-being. Relationships with friends are very important. What are they like for you? Some experts argue that you can learn a lot about each of us by our initials. Imbalance. Excitability. Some people find it very difficult to look at themselves from the outside. It seems to many that they are “darlings”, they are pleasant in communication, and it is pleasant for their interlocutors to communicate. In fact, it often happens that we underestimate the feelings of our neighbor, we are rude and insulting without noticing it ourselves. This test (the so-called Leary questionnaire) is very popular among professional psychologists because it is easy to administer and informative. Try it for yourself. There are people who are always on the alert - nothing can surprise them, stun them, or baffle them. They are the opposite - people are absent-minded and inattentive, getting lost in the simplest situations. The purpose of this test is to help you understand your inner feelings. The main idea of ​​the test is to find the keyword that will help unravel the tangle of a person’s pressing problems. The keyword is just the end of the thread that you need to grab in order to unravel the tangle of problems. This test was developed by English psychologists. He will help you find out how stingy you are in gifts. Are you kind and attentive to others? Are you able to give your last shirt to someone who needs it most? What is the dominant aspect of the organization in which you work, male or female? To find out, just answer a series of questions. Your dominant psychological defense strategy when communicating with partners. Level of neuroticism. Are you the kind of woman who can make men lose their heads? Shyness. Introspection of the manner of laughter. What is your management style: directive, collegial or laissez-faire. If you are a pedestrian, then this test is not for you. Otherwise, it won’t hurt you to find out for yourself whether you are a good driver or not. The proposed test, compiled by a French psychologist, is also an exercise that will allow parents to better understand the issues of raising boys and girls. Captain or passenger, leader or follower, leader or subordinate? Test for women. Contact people feel free in any company. They easily meet unfamiliar men. Level of conflict. Sixteen types of functional brain asymmetry. Fun lover or not, hedonist or ascetic? There are eight types of love for a partner: affection, passionate love, formal, romantic, friendly, fatal, perfect love, no love (or very weak). Using this short test, you can determine what type of love you have with you. This test is widely used in America to diagnose entrepreneurial spirit. You can judge a person's personality by wrinkles: joy, shyness, attention to detail, honesty, intelligence, good nature, disappointment, anxiety, aggressiveness, nervousness, surprise, indifference. Self-analysis of character. This table for assessing husbands, candidates for husbands, was proposed by American and Canadian sexologists. A worthy man must score at least 100 positive and no more than 45 negative points. A questionnaire aimed at self-assessment of observation skills. Are you a reliable person? Or is it not always possible to rely on you, are you somewhat, as they say, selfish? The technique is intended exclusively for personal use. It will help you identify people in your environment who are prone to fraud. What is independence? This is the ability to take responsibility at the right time, this is decisiveness combined with a sober approach. Can you consider yourself one of the people who are ready to boast of their independence and self-sufficiency? “Whoever looks for a treasure rarely finds it. And whoever doesn’t look for it never finds it.” It is persistent people who clearly see goals and persistently strive for them that achieve some success in life. Is this persistence enough for you? A non-professional test to study the level of motivation for personal wealth. This test is designed to help you understand the delicate question of whether you are an overly self-confident person. Using this test, you can test your ideas about the character and behavior inherent in people of different sexes, and your knowledge of social stereotypes. Analysis of drawings that are made during boring meetings or simply because there is nothing to do: different patterns in a notebook, on a piece of paper. This test will help you figure out whether you are really touchy, as you sometimes hear. Or you are tolerance itself. Alarm level. Are you just a pessimist or a sick pessimist? Are you a healthy optimist or are you unbridledly frivolous? What is he like, the father of the family?.. To find out better, the wife must answer 24 questions. A rational prude or a violent libertine. Most people spend about 8 hours a day at work and communicate with their colleagues as much as with their families. Therefore, relationships with colleagues are an important element of a person’s life. Bad relationships with colleagues can not only damage a career or business, but can also unbalance any person for a very long time. This stress tolerance test was developed by a psychologist at Boston University Medical Center. Attitude towards current job. Possibility of masturbation. Possibility of exhibitionism. Predisposition to deformed relationships with peers. A fighter for truth or an opportunist? Designed for self-testing. Assessing your own entrepreneurial abilities. Sometimes it is difficult for a person to look at himself from the outside. This test is designed to find out how pleasant you are in communication. In countries that have focused on workaholism research, such as Japan, the United States and Canada, semi-structured interviews are used to identify workaholism. One such interview is the questionnaire proposed by B. Killinger. It has long been noted that men and women are often very different in their behavior. Experiments by psychologists have shown that in the presence of other people these differences are doubly manifest. This is explained by the fact that we are accustomed to playing roles, the roles of men and the roles of women. As Shakespeare used to say, “All the world is a stage, and the people in it are actors.” Do you know your role? Are you vigilant and meticulous or dreamy and distracted? Self-analysis of the degree of jealousy. Are you decisive? Answer the test, and probably after that you will be able to answer this question more boldly. Level of ambition and career readiness. Is there some tendency towards manipulation or have engrams become familiar to you on the spectrum of emotional expression. Impulsiveness. Emotional excitability. Affectivity. Reproducibility of unreacted experiences. Excessive hyperthymia usually leads to non-critical manifestation of activity. A person pretends more than he knows, knows how and does, he strives to take on everything, criticize and teach everyone, tries to attract attention to himself at any cost. Excessive energy interferes with clear and logical thinking, which is why hyperthymia often gets carried away. Level of unmotivated anxiety. The test is intended for self-testing. Diagnoses the presence or absence of self-destruction syndrome, that is, a tendency to self-destruction, self-aggression, and self-injury. Tendency to low mood. Tendency to frustration. Tendency to cyclothymia. Tendency to euphoria. Tendency to exaltation. This test was compiled by American doctors. I advise you to answer most sincerely, without prevarication. It is especially important to note that the results of this test are not a definitive “diagnosis.” Maybe you need to change your lifestyle in some way. Sometimes it helps to be a tough leader. Here, however, a sober assessment of the characteristics of your leadership style and your character is necessary. To help you with this self-assessment, American management experts have developed a simple but useful test. It is based on the thesis that every leader has two types of mental resources: D-resources and B-resources. ... The degree of tension in the relationship. Level of respect for your partner's feelings. The ability to give in. The test is intended for self-testing. Do you have a real passion for travel or are you a homebody? The questionnaire is designed to identify a person’s level of anxiety in relation to their own mistakes. Indirectly, it also helps to judge the attitude towards the opinions of others, the desire for objectivity, the tendency to self-deception and the use of psychological ones. Are you adamant and, excuse me, stubborn? Does the firmness of your convictions go well with the great subtlety and flexibility of your mind? According to Carl Gustav Jung, there are two options to adapt to the world around you. One of them is expansion: constantly communicate, expand contacts, business connections, take everything that life gives. That's what an extrovert is. Introverts, on the contrary, limit their contacts and withdraw into themselves, as if hiding in a shell. Very insecure, self-confident, or overly self-confident? Questions for my husband. Questions for my wife. Are you a good diplomat? Do you conduct discussions in an authoritarian, domineering, and unceremonious manner? Your behavior does not receive an unambiguous assessment in the team?