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Leadership Resilience Quotient (LRQ) Assessment

Instructions

This self-assessment helps you reflect on 28 specific leadership behaviors that foster resilience and adaptability in your team and organization. It typically takes 10-15 minutes to complete.

As you respond:

  • Think about a typical work week, especially how you interact with direct reports, colleagues, and teams you lead or support.
  • Don't overthink it. Go with your honest, instinctive sense of how you usually lead.
  • For each behavior, rate your level of competency from 1 to 5.
  • Consider:
    • How often you show the behavior
    • How skillfully you do it
    • The impact it has on others

This isn't a performance scorecard. It's a self-reflection tool to support your development in fostering resilience and adaptability in those you lead.


Competency Self-Rating Scale

1 = Minimally. I rarely show this behavior, and when I do, it's unskilled or ineffective. It rarely helps and may even backfire.

2 = Ineffectively. I attempt this behavior sometimes, but not consistently or skillfully. It has limited or mixed impact.

3 = Adequately. I show this behavior fairly often and with decent skill. It's usually helpful, though not always.

4 = Effectively. I do this consistently and with skill. It has a clear, positive impact on others.

5 = Masterfully. I do this consistently and with often with significant insight or influence. It frequently sparks growth, alignment, or meaningful progress.


1 - Minimally, 2 - Ineffectively, 3 - Adequately, 4 - Effectively, 5 - Masterfully
No. Question Response
1.  Supports team members in making regular progress on meaningful goals. 1 2 3 4 5
2.  Shares personal experiences of struggle or imperfection to help others feel safe being open about their own challenges. 1 2 3 4 5
3.  Facilitates open, honest conversations about team challenges and needs. 1 2 3 4 5
4.  Helps others maintain flexible thinking to avoid getting stuck in catastrophic or overly negative thoughts. 1 2 3 4 5
5.  Supports the team in taking small, constructive steps when progress feels blocked. 1 2 3 4 5
6.  Assigns challenging assignments that help others build confidence and capability. 1 2 3 4 5
7.  Supports team members in maintaining personal and professional well-being. 1 2 3 4 5
8.  Talks about values when making decisions or setting priorities. 1 2 3 4 5
9.  Builds trust by consistently showing care, competence, and integrity. 1 2 3 4 5
10.  Reminds team members of past successes when facing new challenges. 1 2 3 4 5
11.  Responds to problems with a calm, steady presence. 1 2 3 4 5
12.  Gives clear, timely feedback to support learning and development. 1 2 3 4 5
13.  Listens without judgment when others are struggling. 1 2 3 4 5
14.  Creates regular opportunities for informal team connection and relationship building. 1 2 3 4 5
15.  Invites team members to reflect on what gives their work meaning. 1 2 3 4 5
16.  Acknowledges others’ emotions with respect. 1 2 3 4 5
17.  Helps others identify and develop new skills and knowledge that could help them succeed in unfamiliar challenges. 1 2 3 4 5
18.  Reinforces how each person’s work contributes to the team’s larger purpose. 1 2 3 4 5
19.  Creates an environment where people feel safe to speak up, even under pressure. 1 2 3 4 5
20.  Encourages team members to let go of things outside their control. 1 2 3 4 5
21.  Helps others think through options when feeling stuck. 1 2 3 4 5
22.  Helps the team adapt plans and priorities as circumstances shift. 1 2 3 4 5
23.  Recognizes contributions in ways that feel authentic and specific. 1 2 3 4 5
24.  Encourages others to look for hidden opportunities in difficult situations. 1 2 3 4 5
25.  Helps stressed team members feel safe enough to regroup and move forward. 1 2 3 4 5
26.  Creates a team atmosphere where people feel accepted and connected. 1 2 3 4 5
27.  Aligns tasks with team members’ strengths to build confidence and success. 1 2 3 4 5
28.  Helps others focus on what they can control in the face of uncertainty. 1 2 3 4 5


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