Leadership Skills – Lesson 2

Leadership Skills

Ensure that you have completed the pre-assignment. Next, to score yourself using the chart below.

Supervisory Proficiency Index

Below are statements concerning supervisory practices and functions. Please indicate whether you agree, disagree, or are not sure about, each statement, by putting a check mark in the appropriate column on the right.

Agree Disagree Not Sure
1) Human relations is the practice of treating employees as you would like to be treated.
2) The most efficient way to motivate most employees is to increase their pay.
3) Effective two-way communication can best be achieved through e-mails and bulletin board notices.
4) The best leadership style is the one that places the highest value on accomplishing the task or job.
5) New employee induction, orientation, and training is best left to the human resources department.
6) Supervisors have responsibilities both to senior management and to their employees.
7) Cooperating with other departments is less important than productivity.
8) Plans are generally better received by employees when they have been part of the planning process.
9) Prioritization is a useful technique for managing time effectively.
10) Listening is an important but difficult supervisory skill.
11) Understanding what employees need and being sensitive to their concerns is part of good human relations.
12) Recognition and appreciation are good ways to keep employees motivated.
13) In order to be effective, communication must be timely, honest, open, and accurate.
Leadership Skills for Supervisors – Communication, Coaching, and Conflict
14) Leadership is the process of accomplishing work through other people.
15) The most important supervisory skill is the ability to get along well with others.
16) In today’s highly competitive economy, one of the best ways an organization can remain strong is to push employees as hard as possible.
17) In today’s competitive climate, one of the best ways to stay competitive is to cut costs and improve quality.
18) Teamwork can best be achieved by fostering a climate of competition.
19) A good goal must be specific, measurable, and realistic, with a deadline.
20) To put an employee at ease, discuss their complaints at their workstation.
21) The trouble with being able to get along with others is that you have to give in to them all the time.
22) The words we use and how others perceive us has very little to do with effective communication.
23) We never have enough time.
24) Trying to get your employees involved in the decision making process is a waste of time.
25) Planning involves thinking of future events and how to deal with them.
26) Conflict is always unproductive.
27) When new employees come on board, try not to let them do anything until they have been completely trained.
28) One good way to see whether a new employee is suited to their job is to just watch them for a couple of days.
29) Written communication is more effective than face-to-face communication.
30) The average person only truly hears about 25% of what is said.
31) We should try not to have conflicts in the workplace.
32) Effective leaders should be able to modify their leadership style depending on the situation and the skills of the people
33) Senior managers have the greatest impact on the day-today work of an employee.
34) Managing time effectively is not the same thing as staying busy.
35) Organizing means gathering together those resources required to accomplish the work.
36) When administering discipline, it is important to be firm, fair, and consistent.
37) When handling employee performance problems, the supervisor is acting as a coach.
38) A good coach should lay out a plan for an employee to follow in order to improve performance.
39) Employees should see their supervisor as approachable.
40) Closed questions are the most important types of questions to ask employees.
41) Since our body language is so much a part of us, there is probably nothing we can do to change it.
42) As long as we have a positive attitude, our behavior doesn’t matter.
43) Whenever possible, we should help employees identify their strengths and see that they get to use them as often as is possible
44) High-maintenance employees just aren’t worth the trouble.
45) We should be spending most of our time helping problem employees.
46) Employees usually have the answers to their own performance problems if we have the patience to work with them to discover those answers.
47) Employees are generally more productive when they feel they have friends at work.
48) Using e-mail to communicate with employees is one of the most effective ways of getting the same message to everyone.
49) Most conflict will go away if you just ignore it.
50) To be a supervisor is to have an important impact on an organization’s productivity and progress.


Scoring Key
  • Maximum points 100
  • 85 or more = Excellent
  • 70-84 = Good
  • 60-69 = Fair
  • Less than 60 = Like most of us, you have a lot to learn.


Once you have marked your scores, partner with someone else and discuss the following points.
  • Do you agree with the assessment? Why or why not?
  • If you had to give yourself an arbitrary score on the same rating scale, would you have rated yourself higher, lower, or about the same?
  • What about your partner?
  • What does that tell us about self-perception? (Typically people are too hard on themselves!)
  • Based on this, what three areas do you want to work on?
  • How do you think this workshop help you get there?
  • What else might you need to do?