Step 1 of 4 25% Name(Required) First Last Email(Required) Read each situation and choose the response that most closely reflects the way you would handle these types of scenarios.You have 10 minutes with a Project Manager to discuss a stalled project. Do you…(Required) Send a long summary afterward. Walk through every item quickly. Ask what the Project Manager wants to see; send directions later. Define the solution, remove barriers, offer your recommendations. Conflicting messages about priorities are circulating. Do you...(Required) Reassure the team to "keep calm and carry on"; updates will be provided when available. Say nothing until senior leadership clarifies. Share what's known/unknown, how decisions are being made, and when you'll update next. Redirect questions to HR or Communications Department. You have assigned a complex task. Do you…(Required) Send the instructions in email only. Ask, "All good?" and move on, knowing they have accepted the responsibility. Schedule a detailed review meeting. Ask them to recap next steps in their own words; correct gaps. You must announce a process change that will impact all office and field personnel in one 15-min timeslot. Do you...(Required) Ask each group to share how they do it now, then schedule a second meeting. Explain "why", give tailored examples, and provide a 1-page takeaway per department. Keep it high-level only; details cause confusion. Send an overview email in advance and read the highlights in the meeting. You're anxious before attending a 1-on-1 meeting. Do you…(Required) Acknowledge the feeling, breathe, and focus on the message. Take a deep breathe and stop thinking about the meeting until it happens. Ask for the shortest time slot. This will limit the escalation of your anxiety. Accept it is a necessary part of your role, and push through it. In a team meeting, two people stay silent. Do you...(Required) Invite alternatives: "What might we be missing?" Wait for responses. Ask for written input from them after. Call on those specific team members directly by name. Assume they agree - silence is consent. Energy is low before a team meeting. Do you…(Required) Push through the agenda. Assign ideas for independent responses and feedback. Cancel and reschedule. Start with a quick, upbeat statement, changing their attitudes toward the discussion. A strong team member becomes agitated near deadlines each month. Do you…(Required) Warn them about tone and their responsibilities. Assign fewer critical tasks, so we don't over burden our strongest team members Recognize the pattern, explore triggers, and work together to create coping strategies. Avoid them during crunch time. Half the team is attending a meeting remotely; two people are dominating the discussion. Do you…(Required) Ask those that are dominating the conversation to hold thoughts until the end. Schedule a follow-up for remote participants only. Use round-robin prompts, chat check-ins, and timers; capture decisions visibly. Let it flow; better to keep momentum. After a process review meeting, issues continue the following week. Do you…(Required) Remind people you're listening and patience is needed. Ask managers to filter complaints. Hold feedback until you have something beneficial to share. Review actions implemented, what's in progress and when the rest will be reviewed. A peer criticizes your plan in a meeting. Do you...(Required) Ask the facilitator to move on. Go quiet to avoid escalation. Deal with it at another time. Defend your work; a strong stance shows confidence and ability. Acknowledge their point, ask for an example, and propose reviewing data together after. The team agrees verbally, but some team members look uneasy. Do you…(Required) Send an email, survey or ask for feedback later. Ask only the leaders if they have concerns. Take the "yes" and proceed. Pause and say, "I'm sensing hesitation - what are the concerns?" A stakeholder vents for 3 minutes. Do you…(Required) Validate feelings, confirm accuracy, propose options. Acknowledge feelings, end the call to save time and avoid escalating emotions. Ask them to email details. Offer immediate solutions to show value. A direct report says: I'm overwhelmed and the deadline is unrealistic. Do you say…(Required) We can't miss this. Work late today and I'll ask for help tomorrow. What tasks are blocking you? Let's list them and see what we can move. I hear you're overwhelmed; what changed since last week? Everyone's swamped - please do your best. Two departments/trades are clashing over hand-offs. Do you…(Required) Let leaders resolve it; too many voices slows decisions. Ask for email threads and decide yourself. Enforce the current process and warn both sides to comply. Host a short meeting, map workflow, define responsibilities and next steps.
