Desire to lead preference is a tough one to navigate for many. Too often, to do well in companies, we are taught that leadership is a requirement to be promoted. But not everyone is an innate leader, or conversely is even motivated to lead. For those high in desire to lead, they want to take responsibility for others, manage the achievements and goals of others, or implement development or disciplinary action. For those low on desire-to-lead, they are not interested in the disciplinary nature of leadership, preferring to influence or train or take on a mentor role over the formal leadership responsibility.
Understanding your propensity or desire for leadership and accepting whether it is a true motivator for you, rather than a pre-designed promotional path will help you thrive. This score can help you understand the type of role that would be suited to you.
The facets of desire to lead measured are in the following areas:
Self-efficacy and self-discipline
Assertiveness and activity level
Friendliness and empathy
Cooperation and collaboration
Morality and altruism
Self-consciousness and vulnerability
You have a strong desire to lead, you like being responsible for others and their career paths. You like to conduct regular check-ins, yearly reviews, and coaching in a formal setting. You see your role as a manager to lead others, no to do the work yourself. You can handle the pressure and stress of people management, taking on tasks and the role with confidence. Because you yourself are highly motivated and exhibit self-efficacy, you are able to motivate others to follow suit. Your heir high level of assertiveness suggests a decisive nature, one which will keep a team on task and help you handle personnel conflicts. You are prone to dominate social situations to exhibit your propensity to leadership.
Seek opportunities to lead, to give direction and to share your feedback. Create structure and clear tasks around the deliverables and give consistent time and feedback as required to help employees to achieve their goals. If you are not currently a manager, seek management roles and opportunities where you can begin to develop your skills as a coach and sponsor. Remember a people manager’s job is to lead their people to success, so seek to delegate all tasks and manage them to succeed at those tasks.
You are happy to lead or to be led, you do not gain energy either way and are happy in either role. This makes it a personal preference for you to decide upon. If you are in an environment where promotion is crucial to gain stature and responsibility then you may choose the promotion path. Just as likely you are able to influence others in an informal way in any role, by being a mentor or coach.
You do not like to have formal responsibility for others and do not want to manage people and their lives or careers. Leadership is not a motivator for you, and leading others would actually create a stressful environment for you. You are not always assertive or self-motivated, and therefore would not want to ensure that in others and would not want to enforce deadlines. You prefer to achieve your own goals and fulfill your own responsibilities and leave others to the task of leading the business overall. You do not like conflict and see people management as highly stressful.
Seek to ensure that promotions are not necessarily aligned with managing people but rather creating an expert role for you to succeed in. Aim to avoid formal people management or disciplinary positions, and seek to give constructive feedback to others more informally, acting as a mentor rather than their management coach.