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Leadership 101 Practice Test: Developing Leaders 2
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Leadership 101 Practice Test: Developing Leaders 2
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25 Questions

1. Classroom experiences typically offer only lecture and discussion opportunities.
2. Leader development programs can forego several criteria for effective training and still likely achieve long-term benefits.
3. In high power distance cultures development opportunities are made available to as many people as possible and leaders may not feel comfortable about being singled out.
4. Coaching is a strong method for leader development, but it rarely provides participants with rich developmental experiences.
5. Using a combination of tools and methods addresses different styles that reinforce one another.
6. Self-awareness is the cornerstone of any development program and is sufficient for getting the leader to be willing to change and learn.
7. Personal growth and self-awareness are included in most development programs.
8. Lack of connection with powerful and significant mentors is a key reason for differences in advancement of men and women.
9. Assessment and follow-up are important features that measure change and support new learning.
10. Feedback increases awareness and therefore provides leaders with the means of changing behaviors.
11. Traditional intelligence refers to social and interpersonal skills.
12. Being able to seek and accept information about oneself may depend on one
13. Leadership development focuses on the individual development, whereas leader development focuses on organizational capabilities.
14. If self-awareness is the cornerstone of development, then experience, or developmental experience, is its core.
15. The primary goal of feedback-intensive programs is to assess leaders
16. Assessment for feedback intensive programs includes a combination of interviews, aptitude tests, and personality tests, but does not include role plays, simulations or experiential exercises.
17. Culture impacts expectations of the learning context, the role of the facilitator and what methods they prefer.
18. Women and minorities often face challenges in leader development because assessment and comparison methods are based on norms that may not be culturally appropriate.
19. Few leader development programs focus on self-awareness and personal growth.
20. In addition to being exhilarating and entertaining, the long-term impact of an outdoor challenge is well documented.
21. Research indicates outward-bound experiences increase both team cohesion and leader effectiveness.
22. People generally learn and perform best when they love what they do and have a passion for their work.
23. Maintaining anonymity of the raters and confidentiality in the process is essential for effective 360 degree feedback programs.
24. For individuals to learn, they must first become supported and sustained to result in the adoptions and use of new behaviors.
25. Experience in actually leading others is the least effective way to develop leaders.

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