Quinn Management Roles provides insight into the preference for certain management roles and how these roles relate to the management objectives in the current position.
Application This questionnaire is used for (team) coaching and management issues. It is less suitable for selection decisions. The report can, however, provide supplementary information in that area.
For Management Development The questionnaire is a suitable instrument for formulating goals in Management Development. This can be done at an individual or a collective level. For example, an entire team can focus on the ‘Innovator’ role when an organisation wants to become more innovative as a collective.
For team coaching In management teams it is interesting to examine whether all roles are represented in a balanced way within the team. This offers interesting angles for team coaching. When expanding the team, it can be examined what contribution a new MT member could make.
Sample questions from Quinn Management Roles
Scientific basis The questionnaire is based on Robert E. Quinn’s theory of management roles. This theory assumes eight different roles, drawn from opposing values. The Quinn questionnaire provides insight into someone’s primary and secondary preference for these management roles. It also becomes clear which roles are less preferred. Quinn states that a manager or a management team should master all eight roles in order to be effective.
Competencies Each role has three sub-competencies associated with it. This creates a differentiated picture of the management competencies. In coaching and training, attention can be paid to these competencies.
Link to goals By examining which goals a manager or a management team needs to achieve, insight is gained into the roles that are required. Combined with the roles that are present, an interesting analysis model emerges: it becomes clear to what extent this manager or the team is equipped to achieve those results.
Quinn Management Roles as 360-degree feedback Quinn Management Roles is also available for 360-degree feedback. This makes it possible to examine how others assess an employee’s roles.
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