For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc.

on December 3, 2020
Permission for CRISTINA LOPEZ DE SUBIJANA to reproduce 310 copies
within three years of December 3, 2020

Multifactor Leadership QuestionnaireTM

Instrument (Leader and Rater Form)
and Scoring Guide
(Form 5X-Short)

by Bruce Avolio and Bernard Bass

Published by Mind Garden, Inc.

info@[Link]
[Link]

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© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
 For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

MLQ Multifactor Leadership QuestionnaireTM

Leader Form (5x-Short)

My Name: ______________________________________________________________ Date: ______________

Organization ID #: _____________________________ Leader ID #: __________________________________

This questionnaire is to describe your leadership style as you perceive it. Please answer all items on this answer
sheet. If an item is irrelevant, or if you are unsure or do not know the answer, leave the answer blank.

Forty-five descriptive statements are listed on the following pages. Judge how frequently each statement fits you.
The word “others” may mean your peers, clients, direct reports, supervisors, and/or all of these individuals.

Use the following rating scale:

Not at all Once in a while Sometimes Fairly often Frequently,

if not always
0 1 2 3 4

1. I provide others with assistance in exchange for their efforts.............................................................. 0 1 2 3 4

2. I re-examine critical assumptions to question whether they are appropriate ....................................... 0 1 2 3 4
3. I fail to interfere until problems become serious ................................................................................. 0 1 2 3 4
4. I focus attention on irregularities, mistakes, exceptions, and deviations from standards .................... 0 1 2 3 4
5. I avoid getting involved when important issues arise .......................................................................... 0 1 2 3 4
6. I talk about my most important values and beliefs .............................................................................. 0 1 2 3 4
7. I am absent when needed..................................................................................................................... 0 1 2 3 4
8. I seek differing perspectives when solving problems .......................................................................... 0 1 2 3 4
9. I talk optimistically about the future.................................................................................................... 0 1 2 3 4
10. I instill pride in others for being associated with me ........................................................................... 0 1 2 3 4
11. I discuss in specific terms who is responsible for achieving performance targets ............................... 0 1 2 3 4
12. I wait for things to go wrong before taking action .............................................................................. 0 1 2 3 4
13. I talk enthusiastically about what needs to be accomplished ............................................................... 0 1 2 3 4
14. I specify the importance of having a strong sense of purpose ............................................................. 0 1 2 3 4
15. I spend time teaching and coaching..................................................................................................... 0 1 2 3 4
Continued =>

© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
 For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

Not at all Once in a while Sometimes Fairly often Frequently,

if not always
0 1 2 3 4

16. I make clear what one can expect to receive when performance goals are achieved ........................... 0 1 2 3 4
17. I show that I am a firm believer in “If it ain’t broke, don’t fix it.” ...................................................... 0 1 2 3 4
18. I go beyond self-interest for the good of the group ............................................................................. 0 1 2 3 4
19. I treat others as individuals rather than just as a member of a group ................................................... 0 1 2 3 4
20. I demonstrate that problems must become chronic before I take action .............................................. 0 1 2 3 4
21. I act in ways that build others’ respect for me ..................................................................................... 0 1 2 3 4
22. I concentrate my full attention on dealing with mistakes, complaints, and failures ............................. 0 1 2 3 4
23. I consider the moral and ethical consequences of decisions ................................................................ 0 1 2 3 4
24. I keep track of all mistakes .................................................................................................................. 0 1 2 3 4
25. I display a sense of power and confidence .......................................................................................... 0 1 2 3 4
26. I articulate a compelling vision of the future ....................................................................................... 0 1 2 3 4
27. I direct my attention toward failures to meet standards ....................................................................... 0 1 2 3 4
28. I avoid making decisions ..................................................................................................................... 0 1 2 3 4
29. I consider an individual as having different needs, abilities, and aspirations from others ................... 0 1 2 3 4
30. I get others to look at problems from many different angles ............................................................... 0 1 2 3 4
31. I help others to develop their strengths ............................................................................................... 0 1 2 3 4
32. I suggest new ways of looking at how to complete assignments ......................................................... 0 1 2 3 4
33. I delay responding to urgent questions ................................................................................................ 0 1 2 3 4
34. I emphasize the importance of having a collective sense of mission ................................................... 0 1 2 3 4
35. I express satisfaction when others meet expectations .......................................................................... 0 1 2 3 4
36. I express confidence that goals will be achieved ................................................................................. 0 1 2 3 4
37. I am effective in meeting others’ job-related needs ............................................................................. 0 1 2 3 4
38. I use methods of leadership that are satisfying .................................................................................... 0 1 2 3 4
39. I get others to do more than they expected to do ................................................................................. 0 1 2 3 4
40. I am effective in representing others to higher authority ..................................................................... 0 1 2 3 4
41. I work with others in a satisfactory way .............................................................................................. 0 1 2 3 4
42. I heighten others’ desire to succeed .................................................................................................... 0 1 2 3 4
43. I am effective in meeting organizational requirements ........................................................................ 0 1 2 3 4
44. I increase others’ willingness to try harder .......................................................................................... 0 1 2 3 4
45. I lead a group that is effective ............................................................................................................. 0 1 2 3 4

© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
 For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

MLQ Multifactor Leadership Questionnaire

Rater Form (5x-Short)
Name of Leader: _________________________________________________________ Date: ______________
Organization ID #: _____________________________ Leader ID #: __________________________________

This questionnaire is to describe the leadership style of the above-mentioned individual as you perceive it. Please
answer all items on this answer sheet. If an item is irrelevant, or if you are unsure or do not know the
answer, leave the answer blank. Please answer this questionnaire anonymously.

IMPORTANT (necessary for processing): Which best describes you?

___ I am at a higher organizational level than the person I am rating.
___ The person I am rating is at my organizational level.
___ I am at a lower organizational level than the person I am rating.
___ I do not wish my organizational level to be known.

Forty-five descriptive statements are listed on the following pages. Judge how frequently each statement fits the
person you are describing. Use the following rating scale:

Not at all Once in a while Sometimes Fairly often Frequently,

if not always
0 1 2 3 4

THE PERSON I AM RATING. . .

1. Provides me with assistance in exchange for my efforts ..................................................................... 0 1 2 3 4
2. Re-examines critical assumptions to question whether they are appropriate ....................................... 0 1 2 3 4
3. Fails to interfere until problems become serious ................................................................................. 0 1 2 3 4
4. Focuses attention on irregularities, mistakes, exceptions, and deviations from standards ................... 0 1 2 3 4
5. Avoids getting involved when important issues arise .......................................................................... 0 1 2 3 4
6. Talks about their most important values and beliefs ........................................................................... 0 1 2 3 4
7. Is absent when needed ......................................................................................................................... 0 1 2 3 4
8. Seeks differing perspectives when solving problems .......................................................................... 0 1 2 3 4
9. Talks optimistically about the future ................................................................................................... 0 1 2 3 4
10. Instills pride in me for being associated with him/her ......................................................................... 0 1 2 3 4
11. Discusses in specific terms who is responsible for achieving performance targets ............................. 0 1 2 3 4
12. Waits for things to go wrong before taking action .............................................................................. 0 1 2 3 4
13. Talks enthusiastically about what needs to be accomplished .............................................................. 0 1 2 3 4
14. Specifies the importance of having a strong sense of purpose ............................................................ 0 1 2 3 4
15. Spends time teaching and coaching ..................................................................................................... 0 1 2 3 4
Continued =>
© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
 For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

Not at all Once in a while Sometimes Fairly often Frequently,

if not always
0 1 2 3 4

16. Makes clear what one can expect to receive when performance goals are achieved ........................... 0 1 2 3 4
17. Shows that he/she is a firm believer in “If it ain’t broke, don’t fix it.” ................................................ 0 1 2 3 4
18. Goes beyond self-interest for the good of the group ........................................................................... 0 1 2 3 4
19. Treats me as an individual rather than just as a member of a group .................................................... 0 1 2 3 4
20. Demonstrates that problems must become chronic before taking action ............................................. 0 1 2 3 4
21. Acts in ways that builds my respect .................................................................................................... 0 1 2 3 4
22. Concentrates his/her full attention on dealing with mistakes, complaints, and failures ....................... 0 1 2 3 4
23. Considers the moral and ethical consequences of decisions................................................................ 0 1 2 3 4
24. Keeps track of all mistakes .................................................................................................................. 0 1 2 3 4
25. Displays a sense of power and confidence .......................................................................................... 0 1 2 3 4
26. Articulates a compelling vision of the future....................................................................................... 0 1 2 3 4
27. Directs my attention toward failures to meet standards ....................................................................... 0 1 2 3 4
28. Avoids making decisions..................................................................................................................... 0 1 2 3 4
29. Considers me as having different needs, abilities, and aspirations from others ................................... 0 1 2 3 4
30. Gets me to look at problems from many different angles .................................................................... 0 1 2 3 4
31. Helps me to develop my strengths ....................................................................................................... 0 1 2 3 4
32. Suggests new ways of looking at how to complete assignments ......................................................... 0 1 2 3 4
33. Delays responding to urgent questions ................................................................................................ 0 1 2 3 4
34. Emphasizes the importance of having a collective sense of mission ................................................... 0 1 2 3 4
35. Expresses satisfaction when I meet expectations ................................................................................ 0 1 2 3 4
36. Expresses confidence that goals will be achieved ............................................................................... 0 1 2 3 4
37. Is effective in meeting my job-related needs ....................................................................................... 0 1 2 3 4
38. Uses methods of leadership that are satisfying .................................................................................... 0 1 2 3 4
39. Gets me to do more than I expected to do ........................................................................................... 0 1 2 3 4
40. Is effective in representing me to higher authority .............................................................................. 0 1 2 3 4
41. Works with me in a satisfactory way ................................................................................................... 0 1 2 3 4
42. Heightens my desire to succeed .......................................................................................................... 0 1 2 3 4
43. Is effective in meeting organizational requirements ............................................................................ 0 1 2 3 4
44. Increases my willingness to try harder ................................................................................................ 0 1 2 3 4
45. Leads a group that is effective ............................................................................................................. 0 1 2 3 4

© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
 For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

MLQ Multifactor Leadership Questionnaire

Scoring Key (5x) Short
My Name: ______________________________________________________________ Date: ______________
Organization ID #: _____________________________ Leader ID #: __________________________________

Scoring: The MLQ scale scores are average scores for the items on the scale. The score can be derived by
summing the items and dividing by the number of items that make up the scale. All of the leadership style scales
have four items, Extra Effort has three items, Effectiveness has four items, and Satisfaction has two items.

Not at all Once in a while Sometimes Fairly often Frequently,

if not always
0 1 2 3 4
Idealized Influence (Attributed) total/4 = Management-by-Exception (Active) total/4 =
Idealized Influence (Behavior) total/4 = Management-by-Exception (Passive) total/4 =
Inspirational Motivation total/4 = Laissez-faire Leadership total/4 =
Intellectual Stimulation total/4 = Extra Effort total/3 =
Individualized Consideration total/4 = Effectiveness total/4 =
Contingent Reward total/4 = Satisfaction total/2 =

1. Contingent Reward .............................................................. 0 1 2 3 4

2. Intellectual Stimulation ............................................................................. 0 1 2 3 4
3. Management-by-Exception (Passive) ............ 0 1 2 3 4
4. Management-by-Exception (Active) ........................ 0 1 2 3 4
5. Laissez-faire .......................................... 0 1 2 3 4
6. Idealized Influence (Behavior) ....................................................................................... 0 1 2 3 4
7. Laissez-faire .......................................... 0 1 2 3 4
8. Intellectual Stimulation ............................................................................. 0 1 2 3 4
9. Inspirational Motivation ...................................................................................... 0 1 2 3 4
10. Idealized Influence (Attributed) ............................................................................................... 0 1 2 3 4
11. Contingent Reward .............................................................. 0 1 2 3 4
12. Management-by-Exception (Passive) ............ 0 1 2 3 4
13. Inspirational Motivation ...................................................................................... 0 1 2 3 4
14. Idealized Influence (Behavior) ....................................................................................... 0 1 2 3 4
15. Individualized Consideration ......................................................... 0 1 2 3 4
Continued =>

© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
 For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

Not at all Once in a while Sometimes Fairly often Frequently,

if not always
0 1 2 3 4

16. Contingent Reward .............................................................. 0 1 2 3 4

17. Management-by-Exception (Passive) ............ 0 1 2 3 4
18. Idealized Influence (Attributed) ............................................................................................... 0 1 2 3 4
19. Individualized Consideration ......................................................... 0 1 2 3 4
20. Management-by-Exception (Passive) ............ 0 1 2 3 4
21. Idealized Influence (Attributed) ............................................................................................... 0 1 2 3 4
22. Management-by-Exception (Active) ........................ 0 1 2 3 4
23. Idealized Influence (Behavior) ....................................................................................... 0 1 2 3 4
24. Management-by-Exception (Active) ........................ 0 1 2 3 4
25. Idealized Influence (Attributed) ............................................................................................... 0 1 2 3 4
26. Inspirational Motivation ...................................................................................... 0 1 2 3 4
27. Management-by-Exception (Active) ........................ 0 1 2 3 4
28. Laissez-faire .......................................... 0 1 2 3 4
29. Individualized Consideration ......................................................... 0 1 2 3 4
30. Intellectual Stimulation ............................................................................. 0 1 2 3 4
31. Individualized Consideration ......................................................... 0 1 2 3 4
32. Intellectual Stimulation ............................................................................. 0 1 2 3 4
33. Laissez-faire .......................................... 0 1 2 3 4
34. Idealized Influence (Behavior) ....................................................................................... 0 1 2 3 4
35. Contingent Reward .................................................................................... 0 1 2 3 4
36. Inspirational Motivation ...................................................................................... 0 1 2 3 4
37. Effectiveness .................... 0 1 2 3 4
38. Satisfaction............ 0 1 2 3 4
39. Extra Effort ................................ 0 1 2 3 4
40. Effectiveness .................... 0 1 2 3 4
41. Satisfaction............ 0 1 2 3 4
42. Extra Effort ................................ 0 1 2 3 4
43. Effectiveness .................... 0 1 2 3 4
44. Extra Effort ................................ 0 1 2 3 4
45. Effectiveness .................... 0 1 2 3 4

© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
 For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

The MLQ -- I’ve finished my data collection... Now what?

Step 1: Acquire the Manual for the MLQ

If you need to order the manual, you may go online and with a credit card order a PDF/electronic copy to
be delivered same day. [Link]
[Link]

Step 2: Group the MLQ Items

Use the MLQ Scoring Key to group items by scale (See below for classification of items and scales).

Step 3: Calculation of Averages

Calculate an average by scale. (Example: the items which are included in the Idealized Influence
(Attributes) are Items 10,18,21,25. Add the scores for all responses to these items and divide by the total
number of responses for that item. Blank answers should not be included in the calculation). Note: you
may find a spreadsheet tool such as MS Excel to be helpful in recording, organizing and calculating
averages.

Step 4: Analysis
The MLQ is not designed to encourage the labeling of a leader as Transformational or Transactional.
Rather, it is more appropriate to identify a leader or group of leaders as (for example) “more
transformational than the norm” or “less transactional than the norm”.

One option for analysis is to compare the average for each scale to the norm tables in Appendix B of the
MLQ Manual. Example: by looking at Appendix B Percentiles for Individual Scores table in the back of
the Manual, you will see that a score of 2.75 for Idealized Attributes [also known as Idealized Influence
(Attributes)] is at the 40th percentile, meaning 40% of the normed population scored lower, and 60%
scored higher than 2.75.

See next page

© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
 For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

Characteristic Scale Name Scale Abbrev Items

Transformational Idealized Attributes IA or II(A) 10,18,21,25
or Idealized Influence (Attributes)

Transformational Idealized Behaviors IB or II(B) 6,14,23,34

or Idealized Influence (Behaviors)

Transformational Inspirational Motivation IM 9,13,26,36

Transformational Intellectual Stimulation IS 2,8,30,32
Transformational Individual Consideration IC 15,19,29,31
Transactional Contingent Reward CR 1,11,16,35
Transactional Mgmt by Exception (Active) MBEA 4,22,24,27
Passive Avoidant Mgmt by Exception (Passive) MBEP 3,12,17,20
Passive Avoidant Laissez-Faire LF 5,7,28,33

Characteristic Scale Name Scale Abbrev Items

*Outcomes of Leadership Extra Effort EE 39,42,44

Outcomes of Leadership Effectiveness EFF 37,40,43,45
Outcomes of Leadership Satisfaction SAT 38,41

*As the term connotes, the Outcomes of Leadership are not Leadership styles, rather they are outcomes or results
of leadership behavior.

© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

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Online Use of Mind Garden Instruments:

Online administration and scoring of the Multifactor Leadership Questionnaire is
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questionnaire). Mind Garden provides services to add items and demographics to the
Multifactor Leadership Questionnaire. Reports are available for the Multifactor
Leadership Questionnaire.

If your research uses an online survey platform other than the Mind Garden Transform
survey system, you will need to meet Mind Garden’s requirements by following the
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All Other Special Reproductions:

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instrument, please contact info@[Link].

© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]
For use by CRISTINA LOPEZ DE SUBIJANA only. Received from Mind Garden, Inc. on December 3, 2020

[Link]

To Whom It May Concern,

The above-named person has made a license purchase from Mind Garden, Inc. and has
permission to administer the following copyrighted instrument up to that quantity purchased:

Multifactor Leadership Questionnaire

The three sample items only from this instrument as specified below may be included in your
thesis or dissertation. Any other use must receive prior written permission from Mind Garden.
The entire instrument may not be included or reproduced at any time in any other published
material. Please understand that disclosing more than we have authorized will compromise the
integrity and value of the test.

Citation of the instrument must include the applicable copyright statement listed below.
Sample Items:

As a leader ….
I talk optimistically about the future.
I spend time teaching and coaching.
I avoid making decisions.

The person I am rating….

Talks optimistically about the future.
Spends time teaching and coaching.
Avoids making decisions

Copyright © 1995 by Bernard Bass & Bruce J. Avolio. All rights reserved in all media.
Published by Mind Garden, Inc. [Link]

Sincerely,

Robert Most
Mind Garden, Inc.
[Link]

© 1995 Bruce Avolio and Bernard Bass. All rights reserved in all media.
Published by Mind Garden, Inc., [Link]