The Leadership Dimensions Questionnaire

Emotional intelligence is still one of the most talked about topics surrounding conversations on performance and success specifically when it comes to leadership, with employees being 400% less likely to leave their job if they have an emotionally intelligent manager or leader.

The LDQ is based on the original emotional intelligence model with distinctions between interpersonal and personal. It includes 4 components (personal enablers, interpersonal enablers, drivers and constrainers) which are made up of 15 dimensions; Critical Analysis and Judgement, Visions and Imagination, Strategic Perspective, Self-Awareness, Emotional Resilience, Intuitiveness,  Engaging Communication, Managing Resources, Empowering, Developing, Interpersonal Sensitivity, Influencing, Motivation and Achieving and Conscientiousness.

GFB will support you with the Leadership Dimensions Questionnaire


Conforms to BPS and American Psychological Association guidelines


OPQ recommended and industry recognised as a high quality tool.

Multi Functional

The LDQ is suitable for a wide range of different leaders

Quick to Complete

Whilst the questionnaire is untimed, it generally takes participants only 20-25 minutes.

What the Leadership Dimensions Questionnaire identifies

The Leadership Dimensions Questionnaire, developed and published by Prof Victor Dulewicz and Prof Malcolm Higgs, was produced when they concluded that their initial Emotional Intelligence Questionnaire could be further developed into a questionnaire to measure and examine the components of emotionally intelligent leadership. The roots of the LDQ lie in the authors original emotional intelligence model, but incorporates an important distinction between interpersonal and personal, encompassing 4 components; personal enablers, interpersonal enablers, drivers and constrainers.

The LDQ is unique to the market, providing an indication of the leadership style the respondent is likely to exhibit based on his or her responses to the questionnaire. It then compares the predominant style to that which would seem to be effective given the change context using the Organisational Context sub-scale. This is a valuable insight as we understand the context within which leaders operate is a major factor mediating their performance.

Leaders are presented with a number of statements and asked to rate each on how they feel it relates to their own feeling and behaviour. Three distinct leadership styles can be derived from their answers.

See some of our blogs and case studies on identifying and developing leaders

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