Leaders are a staple in driving the success of an organization. They facilitate development and foster growth. They lead employees toward progress and improvement while simultaneously advancing their own strengths.

If you are responsible for managing a team of workers, you already know that you have a responsibility to teach and guide them throughout their journey with the company. But how effective are you at actually achieving this goal? Truth is, you may not be as successful in this department as you think. The 2015 State of Leadership Development report published by Brandon Hall Group revealed that 36 percent of businesses admitted their practices for leadership development were either poor or below average. Furthermore, half of the participants agreed that their organization's leaders do not possess the skills needed to successfully lead the company.

You may feel confident that you are a good leader – but are you a great one? When it comes down to it, there is always room for improvement. It would serve both you and your business to do a little self-assessing to determine if you're being the best leader possible. Below are some important questions to help you do that.

Successful leaders are those who can be honest with themselves.Successful leaders are those who can be honest with themselves.

1. "Am I willing to take the hit?"
As with any healthy relationship, there needs to be a certain degree of respect between managers and employees. To improve the loyalty of your staff, you need to show them that you are willing to get your hands dirty and put in the same amount of hard work that you are expecting from them. As a leader, it is critical that you take responsibility for your team and show them you have their back. Sure, it can be easier to scold a worker for messing something up. But if it was an honest mistake, it is more important and effective in the long-run if you make it clear you're on their side.

2. "Do I feel comfortable at work and like I can be myself?"
You don't have to completely merge your professional and personal lives. But asking yourself how comfortable you feel when you're in the office and around your employees can help you gage how they are probably feeling. Does it seem like your team has fun throughout the day? Or is everyone serious and keeping to themselves most of the time? If it's the latter, this is a red flag that your employees are unhappy – which is not a good sign for your retention rates. 

"Nobody is perfect – not even the most successful leaders. Pretending otherwise won't help you or your business."

3. "Do I admit when I'm wrong?"
The most successful leaders are not the ones who are right 100 percent of the time; they are the ones who are able to recognize and admit their mistakes – then correct them. As Glenn Llopis pointed out in an article for Forbes, "Becoming the most effective leader requires us to take on the responsibility of dissecting both the why and the how of both our successes and our failures." Plus, being able to admit your failures and mess-ups shows that they should feel comfortable doing the same. 

4. "What is my reaction when a crisis occurs or something disappointing happens?"
One of the best ways to judge your own character is by honestly evaluating your typical response when something goes wrong. Whether it is an employee who messed up a major project, an important client that wasn't happy with the service, or another type of incident, the reaction and behavior you have under unfortunate circumstances can speak volumes. As a leader, you should be making sure you are staying calm because you need to do what's best for the organization as a whole.

5. "Do I micromanage?"
​There is a big difference between being a hands-on type of manager and an overbearing one. If you feel like you have to constantly look over the shoulders of your workers to check in on their progress, this probably means you don't trust them. This does not make for a great leader, or a healthy workplace environment.

"To facilitate growth at work, you need to seek personal development."

6. "Am I growing – both personally and professionally?"
At the end of the day, the type of person you are seeps into the persona you embody at work. Whether you want to admit it or not, your experiences outside of work influence your perspective and behavior at work. Happier people make for more productive employees – which is needed for a healthy corporate culture. If you're not developing, enjoying and advancing your own career and personal life, pushing the envelope, and taking risks – you can't expect your workers to do the same. If this is the kind of behavior you want your staff to exude, you need to practice what you preach.

7. "What could I be doing better?"
Being an effective leader is an ongoing process. You need to constantly adjust and adapt to changes in the workplace, as well as shifts in the needs of your team. As a manager, you are probably constantly looking to help your workers improve or for ways to move the business forward. But sometimes the best way to achieve both of these goals is to ask yourself what you could be doing better. You may not need to radically transform anything or alter your entire leadership style. But simply considering the question can sometimes be enough to steer you in the direction of success.