Good leaders perform better, are resilient and confident under pressure. They inspire others and drive them.

All because, according to science, they have something other leaders lack: their team's trust.

Numbers talk: trust in leadership directly influences 25% of performance and 94% of their good behaviours, and teams that trust their leaders are 50% more productive and 40% less at risk of burnout.

It's all about trust, and earning it - and this test will tell you where you are. Not only that, it will show you how.

Earning trust as a leader is based on three qualities:

  • Ability
  • Integrity
  • Benevolence.

This leadership test has been designed based on scientific research (sources at the end) precisely to show you how you score on those three, and to give you a basic perspective on how to improve even more.


How much do you agree with each statement on a scale from 1 to 7? 1=fully disagree; 7=fully agree

My team believes that I set clear and unequivocal goals for them
Each member of my team believes that the tasks I assign them are challenging but attainable for their personal level of skill
My team agrees that I distribute tasks well across the team
My team members believe that they receive the best possible resources from me to carry out the tasks I assign
My team feels they can communicate openly and be transparent with me, even on difficult topics
I explicitly focus on what my team has learned by performing a task, they are aware of it and appreciate it.
My team agrees with my choices in terms of new hires
Everyone likes to be in the team I have built, they believe their colleagues are the best ones for the job
If a decision I have taken leads directly to positive or negative consequences, I always take responsibility for it
When discussing with higher management, I always give appropriate credit to my team for the job they are doing or the results they have achieved.
When I need to solve a conflict, I don’t make preferences, I don’t favour my “friends” in the team
My team thinks that they are all rewarded or punished exactly the same way, and do not see any bias or difference in treatment from my side
If I say that I will do something, I always do it
I have never given my team any reason to doubt that I will not follow up on what I said
My team and I share an identical ethic and mindset on all work topics
At a personal level, my team and I share the same life values and points of view
My team maintains that I’m always available to help and support them on difficult tasks
I offer to help my team more than they ask me for help
My team believes I respect them for their professionalism
When I need to make a decision for a C-Level issue, I always ask my team for their input and take it into account
My team is happy with how I recognize and reward their efforts
I reward effort that leads to learning, regardless of results
I hold myself responsible for my team’s personal and professional growth
I have a plan in place with each team member for their growth goals, and assign each person tasks and areas of work that contribute to that learning
I know my team's perspective extremely well and am sure that the answers I have given on their behalf on the previous questions would exactly match the answers they would give


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Burke, C. Shawn, Dana E. Sims, Elizabeth H. Lazzara, and Eduardo Salas. ‘Trust in Leadership: A Multi-Level Review and Integration’. The Leadership Quarterly 18, no. 6 (December 2007): 606–32.
Martin, Robin, Yves Guillaume, Geoff Thomas, Allan Lee, and Olga Epitropaki. ‘Leader-Member Exchange (LMX) and Performance: A Meta-Analytic Review: ROBIN MARTIN ET AL.’ Personnel Psychology 69, no. 1 (February 2016): 67–121.
Zak, Paul J. 'The Neuroscience of Trust' Harvard Business Review (January 2017).