Our Self-Assessment Solutions
Inspirational Leadership Assessments
Are you a Manager or Are you a Leader?
What is the essential difference?
In his classic 1977 and 2004 Harvard Business Review articles, Professor Abraham Zaleznik (1) says that what elevates you from being a manager who manages scarce resources to being a leader is your ability to inspire those around you.
Inspire shares the same Latin root as ‘spirit,’ meaning the breath of life. So, to inspire literally means to breathe life into.
Inspirational leaders breathe vitality, passion, purpose and cohesion into their organizations and those around them. Their teams are more committed, work harder and have lower turnover, greater team spirit and higher morale (2, 3).
This requires an intelligence and skill at working with the intangible inner elements. These inner elements affect human inspiration and motivation. This intelligence can be termed emotional and/or spiritual, and is independent and outside of any religious context.
What is Inspirational Leadership?
And how you can develop and grow it?
CEOs from 42 companies, plus 210 members of their staff, helped to answer this question by participating in Yosi Amram’s PhD research study.
“I truly enjoyed and learned from the process and the questions (I felt they were thoughtfully written). It’s hard, if not impossible to get this kind of feedback as a leader, and especially as a CEO. Plus my team loved it. They appreciated the opportunity to give me feedback and assess their own abilities if they wanted to.” – Paul
The research validated a comprehensive model of inspirational leadership (2) that was grounded in emotional and spiritual intelligence competencies. Since then we have worked with hundreds of leaders, helping them to develop themselves along the following seven dimensions of inspirational leadership:
1. Meaning: Mobilizing meaning for the organization by articulating a vision for service and instilling a sense of purpose. The Meaning domain further breaks down into the following capacities: Vision, Service and Purpose.
Vision: painting a detailed and compelling picture of the future.
Service: articulating how your work and organization add value to those around them and the world by answering the question of “Why are we here?”.
Purpose: motivating focus and drive for you and your organization beyond money, including finding meaning in adversity, setbacks and in your challenges.
2. Positivity: Leading with passion and positive emotions to instill hope, trust, celebration, joy and fun. The positivity domain further breaks down into the following capacities: Optimism, Passion, Joy, Gratitude and Beauty.
Optimism: instilling optimism, hope and confidence that things will work out for the best.
Passion: bringing vitality, excitement and energy to your daily activities.
Joy: experiencing and bringing fun and joy to your activities and work. Playfulness, joy and fun have been demonstrated to lead to greater creativity and success in problem solving.
Gratitude: appreciating people, saying “thank you”, and celebrating your positive successes and accomplishments along the way.
Beauty: valuing, noticing and uncovering the potential for beauty and creativity in your work.
3. Team Spirit: Fostering relatedness, teamwork, cohesion and unity in the organization. The Team Spirit domain further breaks down into the following capacities: Relatedness, Synthesis and Holism.
Relatedness: feeling and cultivating connection and interpersonal relationships with others that are based on kinship, mutual understanding, empathy and compassion.
Synthesis: finding connection and common ground by synthesizing conflicting, contradictory or paradoxical viewpoints into a coherent wider and inclusive perspective.
Holism: taking a wide and holistic “systems view” when looking at situations and problems.
4. Truth: Motivating yourself and others based primarily on an open interest in truth rather than in ego gratification. The Truth domain further breaks down into the following capacities: Egolessness and Openness.
Egolessness: bringing humility and a non-defensive openness, as well as an interest in hearing the truth from others’ perspective and their feedback.
Openness: the ability to be open, accepting and curious about the truth without defensiveness, resistance or resentment.
5. Presence: Showing up with your full attention, focus, clarity of intention and embodied power at every moment and in each interaction. The Presence domain further breaks down into the following capacities: Attention, Intention and Empowerment.
Attention: being focused, present and attending to what and who is in front of you rather than letting your mind wander off.
Intention: awareness and clarity of purpose and goals in your activities, engagements and interactions.
Empowerment: embodying a personal power that is strong and grounded.
6. Wisdom: Capacities and practices that empower you and provide a wide perspective by tapping into your intuition and inner wisdom. The Wisdom domain further breaks down into the following capacities: Higher Self, Devotion, Reflection & Relaxation, and Intuition.
Higher Self: the ability to connect with and receive guidance from parts of you that can tap into your inner wisdom.
Devotion: power from alignment with and loyalty and devotion to a force or cause greater than the individual self.
Practice: applying practices to gain fresh new perspectives through times set for reflection, relaxation and recharging.
Intuition: the ability to tap into your gut sense, instinctive feelings and other modes of knowing that augment strictly analytical and rational thinking in order to gain insight, creativity or make important decisions.
7. Inner-Directedness: Guiding yourself and others with inner confidence by aligning with your core values, authenticity, inner freedom and centeredness. The inner directedness domain further breaks down into the following capacities: Integrity, Freedom, Centeredness and Confidence.
Integrity: ability to discern and stand firm and in alignment with your values and truth.
Freedom: ability to think and act creatively outside the box, and to break free from outside norms and conventions.
Centered: ability to stay calm, centered and in command even when things are uncertain and chaotic around you.
Confidence: being confident and comfortable in your own skin and expressing your unique and authentic self.
“By participating, I came up with 10 areas of improvement in my work, and more importantly, my life. It was also important to hear what my strengths are so I can continue to leverage them. Thanks!” – Laura
Inspirational Leadership Assessments:
If you are interested developing these capacities and becoming a more inspiring leader, you can use:
– Our Inspirational Leadership Report (ILR). This provides an assessment of your qualities, strengths and opportunities in becoming a more powerful and inspirational leader. As an inspirational leader you can breathe greater passion, purpose and cohesion into your organization. Based on our research, (1) people following or working with others who show greater inspirational leadership are more committed, work harder, have greater team spirit, exhibit higher morale and motivation, and have lower turnover. Inspirational leaders leverage the 7 dimensions of leadership outlined above as they mobilize meaning, bring positivity/passion, foster teamwork, are truth- and reality-oriented, display their powerful authentic presence, exhibit wisdom, and are confident and inner-directed. This self-assessment takes about 15 minutes to answer 52 questions. Based on your answers, you will receive a comprehensive report with your strengths, assets and developmental opportunities along the 24 capacity areas related to these 7 dimensions of Inspirational Leadership. Click here to begin.
“I enjoyed taking the survey and reflecting on my decision-making, and leadership style. It provided me with lots of food for introspection and insight. And the coaching and lessons based on the results were invaluable. Thanks for the opportunity!” – Melissa
– Our Inspirational Leadership Report 360 (ILR-360). This report follows the same model as described above, but in addition to your self-assessment you can invite others who work with you to provide feedback on those same dimensions of leadership. These can be individuals who work under, side-by-side or above you within your organization. Simply provide their email addresses and we will invite them to provide the feedback, which takes about 10–15 minutes for them to complete. Your 360 report will then compare your self-assessment to your 360 feedback to provide you with a picture of how accurate your self-perception is. You get to see if you tend to be accurate, or tend to be humble or confident in your answers. Most people discover some pleasant surprises in terms of hidden strengths that they can leverage more effectively, and perhaps some yellow flags or potential blind spots to watch out for. Though not necessary, we also usually recommend, and most people purchase, an hour or an hour-and-a-half of personalized coaching from one of our Intelligensi certified coaches that you can choose from. Such coaching support may be invaluable in helping you to interpret your results and apply and learn from your feedback. Click here to begin.
“I have greatly benefited from the quick process of taking this survey and reflecting on my leadership style, which looks at how and when I lead based on fear versus hope. What’s more, my team has enjoyed the process and appreciated the opportunity to give me anonymous feedback and assess their leadership abilities as well.” – Shawn
(1) Zaleznik, Abraham (2004) Managers and Leaders: Are They Different? Harvard Business Review (January).
(2) Amram, Yosi (2009). The Contribution of Emotional And Spiritual Intelligences to Effective Business Leadership (pdf). Doctoral dissertation, Institute of Transpersonal Psychology, Palo Alto, CA
(3) Amram, Y., Luskin, F., Posner, B., & Shapiro, S (2010). The Contribution of Emotional and Spiritual Intelligence To Explaining Leadership (pdf). ITP, Stanford, & Santa Clara University Working Paper, Palo Alto, CA.