Self-Assessment Quiz

Each question has 5 possible answers, randomly ordered from worst to best. Choose the one that most accurately reflects your current behavior or mindset.

You’ll tally your score using the answer key at the end.

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Question 1

How do you respond when your team makes a mistake?

• A – I discuss it with the team and ask for improvement ideas.

• B – I treat it as a coaching opportunity, help them analyze the root cause, and support their growth.

• C – I assign blame and make an example out of them.

• D – I ask for their version, then move on quickly.

• E – I document the issue and escalate it without discussion.

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Question 2

How often do you set clear daily or weekly expectations for your team?

• A – I check in a few times but let them handle the rest.

• B – Never. They should know what to do.

• C – Occasionally, during meetings.

• D – Consistently, through visual boards, meetings, or dashboards.

• E – Only when problems occur.

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Question 3

When an employee shows potential, how do you respond?

• A – I mentor them, create opportunities, and advocate for their development.

• B – I give them more work without recognition.

• C – I recognize them and encourage continued performance.

• D – I mention it casually.

• E – I don’t notice or prioritize individual performance.

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Question 4

What is your role during daily production?

• A – I stay in the office and wait to be called.

• B – I actively engage, coach, problem-solve, and remove barriers.

• C – I monitor and provide guidance during key moments.

• D – I do spot checks and address issues reactively.

• E – I check in a few times but let them handle the rest.

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Question 5

How do you address conflicts or tension within the team?

• A – I let HR deal with it.

• B – I proactively manage conflict with empathy, fairness, and clarity.

• C – I wait for employees to come to me.

• D – I avoid it or ignore it until it becomes a big problem.

• E – I mediate when necessary.

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Question 6

How involved are you in continuous improvement?

• A – I lead initiatives, gather team input, and push for better processes daily.

• B – Not my job. That’s for engineers or quality.

• C – I support it when it’s assigned to me.

• D – I occasionally suggest small fixes.

• E – I participate in improvement events when scheduled.

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Question 7

How do you ensure safety and quality are maintained on your shift?

• A – I build a culture where safety and quality are habits, not just rules.

• B – I monitor compliance and hold briefings.

• C – I review incidents after the fact.

• D – I only act when something goes wrong.

• E – I delegate responsibility to others.

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Question 8

How do you balance production goals and people management?

• A – I push production, even if morale suffers.

• B – I manage output through engaged, motivated people.

• C – I balance it inconsistently.

• D – I strive to meet both but struggle under pressure.

• E – I focus only on production.

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Question 9

How do you manage poor performers?

• A – I ignore it or wait for them to quit.

• B – I punish them or assign undesirable tasks.

• C – I coach, document, follow-up, and hold them accountable with respect.

• D – I provide feedback and monitor progress.

• E – I talk to them but don’t follow up.

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Question 10

What role do you play in developing future leaders?

• A – I support development when time permits.

• B – That’s someone else’s job.

• C – I actively train, mentor, and identify successors.

• D – I only train if asked to.

• E – I sometimes share tips or advice.

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Next Page has Scoring`

Answer Key and Scoring

Assign points to your selected answers based on the key below. Tally your total to see your result.

Question 1

• A = 60

• B = 100

• C = 0

• D = 40

• E = 20

Question 2

• A = 20

• B = 0

• C = 40

• D = 100

• E = 60

Question 3

• A = 100

• B = 20

• C = 60

• D = 40

• E = 0

Question 4

• A = 0

• B = 100

• C = 60

• D = 40

• E = 20

Question 5

• A = 20

• B = 100

• C = 40

• D = 0

• E = 60

Question 6

• A = 100

• B = 0

• C = 40

• D = 20

• E = 60

Question 7

• A = 100

• B = 60

• C = 40

• D = 0

• E = 20

Question 8

• A = 20

• B = 100

• C = 40

• D = 60

• E = 0

Question 9

• A = 0

• B = 20

• C = 100

• D = 60

• E = 40

Question 10

• A = 60

• B = 0

• C = 100

• D = 20

• E = 40

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Final Score Guide

• 900–1000 points – ★ Elite Value-Add Supervisor

You’re operating at a high leadership level. Your influence on team performance and company culture is measurable and positive.

• 700–899 points – ★ Strong Performer

You have strong instincts and behaviors. With consistency and growth in a few areas, you’ll move to elite leadership.

• 500–699 points – ★ Developing Supervisor

You’re on the journey. Target specific habits, especially around team engagement, proactivity, and accountability.

• 300–499 points – ★ Needs Improvement

Gaps in leadership fundamentals may be limiting your effectiveness. Focus on shifting from reactive to proactive leadership.

• 0–299 points – ★ Non-Value-Add Role

It’s time for a reset. Your current approach is likely harming morale and performance. Get training and mentorship immediately.