What is grateful leadership?
Grateful leadership is the practice of noticing benefits and contributions, acknowledging their source, and responding with specific appreciation and responsible reciprocity.
Reflect on whether you notice contribution, express appreciation specifically, and turn gratitude into fair everyday leadership.
Answer as you are today
Choose the answer that best describes your recent behaviour at work. No email required.
What does grateful leadership mean?
Grateful leadership is the practice of noticing benefits and contributions, acknowledging their source, and responding with specific appreciation and responsible reciprocity.
Why it matters at work
Genuine gratitude can strengthen relationships and attention to contribution. It should never replace fair pay, useful feedback, workload repair, or accountability—and nobody should be pressured to feel grateful for poor conditions.
What this assessment measures
Notice contribution
Seeing effort, judgment, support, and invisible work rather than only headline outcomes.
Specific appreciation
Naming what someone did, its effect, and why it mattered without exaggeration or manipulation.
Fair response
Backing appreciation with credit, opportunity, support, and improvements to conditions.
How to interpret your score
Your overall result is normalised to a 0–100 scale. Use it to choose a practice area, not to compare your worth with somebody else.
Build your grateful leadership foundation
Your answers identify situations where one visible practice could make this capability more dependable.
A developing grateful leadership pattern
You use this capability in some conditions. Begin with the dimension that becomes least reliable under pressure.
A strong grateful leadership pattern
Your answers suggest a reliable pattern. Keep testing it against harder work and feedback from people affected.
Designed for reflection, not diagnosis
The ten behaviour-based statements cover 3 practical dimensions. Responses run from “Never” to “Almost always”; negatively worded items are reverse-scored. Overall and dimension results are converted to a 0–100 scale. The assessment is educational and has not been psychometrically validated.
Read the full assessment methodology and editorial standards.
Research that informed this page
Ryan Fehr, Ashley Fulmer, Eli Awtrey, and Jared Miller (2017), “The Grateful Workplace: A Multilevel Model of Gratitude in Organizations”, Academy of Management Review.