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    Below are listed a series of beliefs and behaviors that may be present in an
    organizational setting.  On this abbreviated form of the LBA, you are asked
    to assess the accuracy and relevance of each statement for yourself.  Your
    results will be held in strict confidence.  Rate each statement using the
    following five-point scale:
                                                    
    1 = Not at all
    2 = Little or infrequently
    3 = Moderately or sometimes
    4 = Mostly or usually
    5 = Almost always
       















  








   

   

   











   

   








   









   




   








   





   
LEADERSHIP BEHAVIORS ASSESSMENT
Bruce Meyer, Ed.D.
Rating
1.  Tend to dominate and expect deference
from subordinates.

2.  See leadership as emanating from
position, status or rank.

3.  View leaders as those accumulating
business, political or professional
acumen.

4.  Organize work by separate functions
and distinct roles.

5.  Generate a fear-based climate.

6.  Attempt to control others and the
situation.

7.  Restrict access to information and
decision-making to a select few.

8.  Rely on structure, planning
and prediction for organizational solutions.

9.  Attempt to maintain stability and
continuity.

10.  Avoid conflict.

11.  Reward performance through
extrinsic methods, e.g., salary increases,
promotions, plum assignments.

12.  Encourage individuals to work
independently.

13.  Reward the accomplishments
and output of individuals.

14.  Over-manage direct reports.

15.  Give answers from an expert position.

16.  Recognize authority as power conferred
by consent to perform a service.

17.  View leadership as the ability to
mobilize people.

18.  Encourage leadership to emerge from
anywhere within the organization.

19.  Consider the whole system in
organizing and decision-making.

20.  Create a safe, trusting environment.

21.  Allow others freedom to direct their
own activities.

22.  Share information with and invite
input from a broad spectrum of the
organization.

23.  Trust a fluid process to reveal
direction.

24.  Allow disorder and nonconformity in
organization as sources of change.

25.  Confront reality.

26.  Utilize intrinsic means to motivate,
e.g., respect, connectedness, commitment.

27.  Emphasize working in relationship
with others.

28.  Recognize team performance.

29.  Develop people resources.

30.  Facilitate process comfortably and
skillfully.
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