Abbott Learnival Leadership Persona Quiz

Discover your preferred leadership persona!

In today’s evolving world, leadership is no longer one-size-fits-all. Whether you're leading a team, driving change, or just starting your journey, your natural leadership strengths matter.

This quick quiz will help you uncover which of the five leadership personas best reflects you:

✨ Purpose-Driven Visionary
⚙️ Digital Innovator
💗 Human-Centered Empath
🤝 Inclusive Collaborator
⚡ Agile Change-Maker

Each style has its own strengths, challenges, and superpowers. Find out what drives you — and how you can lead with greater impact and authenticity.

🎯 Takes just 8-10 minutes
🔍 No right or wrong answers
🌱 Get a personalized result instantly

Ready to find out your leadership persona? Let’s go!

Page 1 of 25

When starting a new project, what matters most to you? A) Making sure the project aligns with a meaningful long-term vision or purpose B) Identifying tools and approaches that will empower the team and streamline impact C) Ensuring the team is emotionally on board and feels supported from the start D) Involving diverse voices to co-create the direction and build shared ownership E) Launching quickly so the team can learn and adapt through real-time feedback

Page 2 of 25

Your team is stuck and progress has slowed. What’s your instinctive first move? A) Refocus the team by reminding them of the bigger picture and long-term mission B) Explore new solutions or systems that could remove friction and re-energize the team C) Check in personally with team members to understand how they’re feeling D) Facilitate a collaborative session to surface insights and collective ideas E) Suggest a quick experiment or pivot to break through the block and gather insight

Page 3 of 25

Which of the following motivates you the most in your leadership? A) Seeing your team contribute to something that creates lasting, meaningful change B) Guiding your team to stay relevant, creative, and equipped through thoughtful innovation C) Creating a safe space where people feel heard, supported, and understood D) Fostering a culture where everyone—regardless of background—can contribute fully E) Leading a team that embraces new challenges, learns fast, and keeps evolving

Page 4 of 25

A team member has been underperforming recently. How do you handle it? A) I explore how their work connects with our larger purpose and vision B) I find collaborative tools or systems that could help clarify expectations and provide support C) I invite them for a conversation to listen and understand what personal challenges they may be facing D) I encourage them to gather feedback from others in a respectful, supportive way E) I assign a manageable challenge and use the outcome as a coaching opportunity

Page 5 of 25

How do you define success as a leader? A) When the work I lead contributes to a long-term, purpose-driven impact B) When I’ve helped the team stay relevant and future-ready through creative use of systems C) When my team members grow both personally and professionally under my care D) When I’ve built a culture where everyone feels safe, valued, and seen E) When we’ve learned rapidly through action—and responded with agility

Page 6 of 25

During a crisis, what’s your instinct? A) Anchor the team back to our purpose to remain grounded B) Assess options, then use practical tools or data to support a calm, clear path forward C) Prioritize emotional check-ins and let people know they’re not alone D) Bring the team together to hear different perspectives and decide together E) Act fast with a trial solution, then refine based on what you learn

Page 7 of 25

You’re onboarding a new team member. What do you prioritize? A) Share the organization’s mission and story to help them connect deeply B) Equip them with tools and processes that will set them up for success C) Make sure they feel emotionally welcomed and cared for as they start D) Introduce them across the team to foster trust and inclusivity E) Let them dive into a small project to build confidence through action

Page 8 of 25

When delegating, what matters most to you? A) Whether the task reflects the bigger “why” of our team B) Whether the person has what they need—resources, clarity, and systems C) Whether they feel ready, heard, and supported in taking it on D) Whether there’s opportunity for collaboration and shared growth E) Whether they’re willing to give it a shot and adapt as they go

Page 9 of 25

Which of these guiding principles most reflects your approach to leadership? A) Lead with vision—never forget what you’re building toward B) Use innovation to empower people, not overwhelm them C) Lead with heart—people matter more than output D) Everyone has something to contribute—include them E) Don’t wait for perfection—just begin and learn

Page 10 of 25

You hear your team is burnt out. What do you do first? A) Reaffirm why their work matters and help them rest and reset B) Find smarter ways of working to reduce pressure without losing quality C) Reach out personally to understand what they’re going through D) Create a space for the team to share how they’re feeling E) Restructure priorities so everyone can breathe and regain momentum

Page 11 of 25

How do you handle ambiguity? A) I go back to our purpose to make sure we’re still aligned B) I look for patterns and tools that bring clarity in complexity C) I read the emotional atmosphere to help people feel safe in the unknown D) I gather input to make sense of things with the team E) I take a step forward to test, learn, and reveal the path as we go

Page 12 of 25

What frustrates you most in teams? A) When people lose sight of the bigger “why” B) When we resist new ways of doing things that could help C) When there’s emotional disconnection or lack of empathy D) When some voices are left out or undervalued E) When there’s fear of failing or over-planning

Page 13 of 25

What excites you about the future of leadership? A) More leaders who care deeply about purpose and legacy B) The potential to blend tech and creativity for good C) The rising importance of emotional intelligence and humanity D) The growing commitment to inclusion and equity E) A shift toward faster learning, feedback, and bold change

Page 14 of 25

Someone challenges your decision. You: A) Reframe it with the long-term mission in mind B) Revisit the data, logic, and people impacts to strengthen or adapt your stance C) Focus first on how the other person feels and why D) Open a team-wide space for dialogue and discussion E) Offer to test both options in action and see what works

Page 15 of 25

You’ve just failed at a project. How do you respond? A) I reflect on whether it still aligned with our greater purpose B) I examine what we learned, what didn’t work, and how we can rebuild better C) I share openly about the emotional journey and lessons D) I invite the team into a learning circle to debrief together E) I apply the insight fast and move on with a better version

Page 16 of 25

In a team retreat, you suggest: A) Vision and values storytelling B) Creative problem-solving with digital and non-digital tools C) Heart-to-heart reflection spaces D) Fun group activities that celebrate different strengths E) Quick team challenges that build trust through doing

Page 17 of 25

When it comes to decision-making, you: A) Anchor every decision in mission and meaning B) Weigh insights, inputs, and systems to act smartly C) Make sure emotions and relationships are honored D) Seek group consensus and input E) Try something small, reflect, and then decide

Page 18 of 25

What’s your biggest leadership fear? A) Losing connection to purpose or values B) Becoming irrelevant or unable to support the team’s evolving needs C) Emotionally distancing from my team D) Leaving people behind or creating division E) Missing an opportunity by hesitating too long

Page 19 of 25

A new trend hits your industry. Your first thought: A) Does this align with who we are and what we stand for? B) Could this help us improve our impact and empower our people? C) How might my team feel or react to this shift? D) Who needs to be included in this decision or exploration? E) Let’s run a quick pilot and find out

Page 20 of 25

Your team celebrates a win. You: A) Acknowledge how this connects to your greater mission B) Highlight what worked—systems, ideas, and contributions C) Personally affirm people’s growth and dedication D) Celebrate the win together and invite stories from the team E) Keep the momentum going and encourage reflection-in-action

Page 21 of 25

How do you approach learning as a leader? A) Through deep thinking, timeless ideas, and long-range vision B) Through accessible tools, community learning, and new trends C) Through self-reflection, coaching, and emotional growth D) Through discussion, listening, and shared stories E) Through trial, adjustment, and continuous motion

Page 22 of 25

When leading a presentation, you focus on: A) Inspiring people with purpose and vision B) Making ideas relatable through systems and real impact stories C) Sharing something honest and personal that connects D) Involving others and creating space for diverse voices E) Keeping energy high with movement, interaction, and clarity

Page 23 of 25

Which metaphor best describes your leadership? A) A lighthouse guiding others through the dark B) A bridge connecting vision to practical progress C) A heart pumping warmth and life into the team D) A circle where every voice matters E) A surfer adjusting to every wave with presence

Page 24 of 25

Your conflict style is: A) Steady—I return to purpose and long-term goals B) Thoughtful—I seek clarity through facts and shared understanding C) Caring—I pause to hear and affirm emotions D) Open—I invite input and try to mediate fairly E) Active—I move forward while learning through the experience

Page 25 of 25

What do you hope people say about your leadership? A) “They inspired me to live for something bigger.” B) “They helped us evolve with purpose and empathy.” C) “They truly saw me and walked with me.” D) “They created a space where I could be fully myself.” E) “They made it okay to try, learn, and become better.”

Who are we?

Enabling (En)

Business (B)

Innovation (i)

Leadership (L) Excellence (E)

About us

leadership and talent development

The ENiBLE acronym centers around our key ethos of Enabling (En), Innovation (i), Business (B), and Leadership (L) Excellence (E). We equip, enable and empower individuals, organizations and communities to thrive in the evolving economy.

Leadership is for everyone. ENiBLE aims to be your trusted advisor to build better leaders for the future. Through enablement and development, we seek to motivate and equip every individual with essential skills to propel them to greater heights and enhance the quality of their professional lives.

Vision –

To be a global trusted advisor in business and leadership to individuals, organizations and communities

Mission –

We provide talent development solutions for building leadership excellence through consulting, facilitation and executive coaching.

Enible and Abbott have been collaborating since 2019 and we have developed a strong partnership in developing and delivering programs for leaders across various divisions and markets.

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Abbott Learnival Leadership Persona Quiz

Who are we?

Enabling (En)

Business (B)

Innovation (i)

Leadership (L) Excellence (E)

leadership and talent development

About ENiBLE

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