SCOPE of Leadership Book 4 Test Welcome to your SCOPE of Leadership Book 4 Test Name Company Email The three human characteristics that determine results are: Strength, intelligence, and appearance Skill, will, and effort Patience, drive, and technique Intelligence, creativity, and decisiveness There how many competencies are in this Others level of the SCOPE of Leadership framework? 5 6 7 8 Which of the following is not a workplace quality that attracts top performers: Professional development Opportunities for advancement Freedom from accountability Interesting work “Task-centered” leaders: Lead through spreadsheets, reports, and project plans. Make people feel good about themselves. Praise and encourage people on a frequent basis. Have a high degree of emotional intelligence. The mindset that great leaders develop in people who take ownership is: Fear Apathy Joy Purpose In terms of levels of candor, great leaders use a level that is: Extreme to high High to medium Medium to low Low to absent Leaders as coaches limit the amount of: Listening they do Telling they do Facilitating they do Encouraging they do Which of the following is not a consequence of a person's performance - a change in: Accountability Recognition Responsibility Fairness Which of the following is a result of telling people what to do: Feeling unmotivated Feeling valued and trusted Taking ownership for their work Using their mind Which of the following is not a good coaching question: Why are you so stupid? What is your philosophy on ... What prevents you from ... What needs to happen for you to reach your goal ... Time is Up!
SCOPE of Leadership Book 4 Test Welcome to your SCOPE of Leadership Book 4 Test Email 1. The acronym "SCOPE" stands for: Strong, Competent, Outgoing, Personal, Enthusiastic Significant Competencies of Pretentious Executives Self, Communications, Others, Partnerships, Execution Special Characteristics of Purpose and Execution 2. How many competencies are in the SCOPE of Leadership framework: 5 12 28 38 3. People's behaviors are result of: Conscious thought Unconscious thought Circumstances All of the above 4. The "Coach" leadership approach is characterized by: Developing, facilitating, and enabling Commanding, controlling, and telling Prioritizing, directing, and aligning Visioning, changing, and teaming 5. The definition of great leadership is: Having significant power, authority, and responsibility. The ability to achieve a desired result through the influence of people who follow and perform by choice. Being well-known and receiving significant media attention about industry accomplishments. Having charisma and the ability to communicate eloquently. 6. The five capabilities that determine athletic (and business) performance: Talent, procedures, policies, controls, and appraisals. Relationships, goals, genes, strength, and adaptability. Technique, equipment, mental fitness, physical fitness, and teamwork. Education, training, seminars, research, and information. 7. The four stages of career contribution are: Learning, earning, plateauing, and retiring. Dependent contribution, independent contribution, contributing through others, contributing strategically. Individual contributor, manager, executive, and president. Apprentice, foreman, superintendent, and manager. 8. Which of the following best describes the difference between a manager and a leader: Managers are lower level and have only a few employees; leaders are more senior and have many employees. Managers focus on the work; leaders focus on the vision. Managers are direct and assertive; leaders are inspirational and motivating. Managers focus on numbers and accountability; leaders focus on people and that which produces results. 9. Which of the following is not one of the trends disrupting the leadership status quo: Ignorance is being eliminated by information. Commanding is being exchanged for coaching. Social media is replacing all other forms of communications. Independence is shifting to interdependence. 10. Which of the following best describes a "Delta Roadmap": An individual development plan. A map of a faucet. A career plan. A performance appraisal. Time is Up!
