John Maxwell shares an excellent article on the need for leaders to become self-aware of their personality traits, blind spots, and other factors that might impact their team relationships.

Here are 7 questions to encourage leadership development and greater self-awareness. Pass these along to potential leaders in your company and incorporate them into planning for leadership development initiatives:

1. Are they squeezing into someone else’s success box?  All leaders perform best when they don’t need to fit a certain personality profile or a preconceived notion of success.

2. Have they identified their most dangerous blind spots? Leaders often fail to see weaknesses because they presume everyone sees the world from the perspective of their own strengths.

3. How well do they interact with people who are their opposites? When leaders know themselves better, they more easily recognize the potential hazards in interacting with others on the team.

4. What relationship keys will position them to take their leadership to the next level? By figuring out how they best relate to others, leaders can head off potential people problems before they develop.

5. How are they naturally wired to deal with confrontation? Conflict is unavoidable. It’s part of the human condition. When they understand how they are naturally wired to respond to confrontation, they can choose their best response to fit the situation and minimize disruption to the team.

6. How do they naturally respond to change? We live in a world of rapid change. For leaders to succeed, they must encourage growth and show how to make it happen. How leaders are hard-wired to respond to change is neither good nor bad in itself, but understanding it prepares them to seize an opportunity instead of run from it.

7. Are they leveraging their behavioral hardwiring to increase influence?  Their leadership development potential —for better or worse— always determines their effectiveness and potential for success, because everything rises and falls on leadership.