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.Half the team is attending a meeting remotely; two people are dominating the discussion. Do you…(Required) 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. Ask those that are dominating the conversation to hold thoughts until the end. Energy is low before a team meeting. Do you…(Required) Push through the agenda. Start with a quick, upbeat statement, changing their attitudes toward the discussion. Assign ideas for independent responses and feedback. Cancel and reschedule. The team agrees verbally, but some team members look uneasy. Do you…(Required) Pause and say, "I'm sensing hesitation - what are the concerns?" Ask only the leaders if they have concerns. Send an email, survey or ask for feedback later. Take the "yes" and proceed. 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. A stakeholder vents for 3 minutes. Do you…(Required) Acknowledge feelings, end the call to save time and avoid escalating emotions. Ask them to email details. Offer immediate solutions to show value. Validate feelings, confirm accuracy, propose options. 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. Everyone's swamped - please do your best. 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? Two departments/trades are clashing over hand-offs. Do you…(Required) Host a short meeting, map workflow, define responsibilities and next steps. Enforce the current process and warn both sides to comply. Ask for email threads and decide yourself. Let leaders resolve it; too many voices slows decisions. A strong team member becomes agitated near deadlines each month. Do you…(Required) Avoid them during crunch time. 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. You have assigned a complex task. Do you…(Required) Send the instructions in email only. Schedule a detailed review meeting. Ask them to recap next steps in their own words; correct gaps. Ask, "All good?" and move on, knowing they have accepted the responsibility. In a team meeting, two people stay silent. Do you...(Required) Assume they agree - silence is consent. 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. 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. You're anxious before attending a 1-on-1 meeting. Do you…(Required) Acknowledge the feeling, breathe, and focus on the message. Ask for the shortest time slot. This will limit the escalation of your anxiety. Take a deep breathe and stop thinking about the meeting until it happens. Accept it is a necessary part of your role, and push through it. 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. Send an overview email in advance and read the highlights in the meeting. Keep it high-level only; details cause confusion. Explain "why", give tailored examples, and provide a 1-page takeaway per department. Conflicting messages about priorities are circulating. Do you...(Required) Say nothing until senior leadership clarifies. Redirect questions to HR or Communications Department. Share what's known/unknown, how decisions are being made, and when you'll update next. Reassure the team to "keep calm and carry on"; updates will be provided when available. 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. Define the solution, remove barriers, offer your recommendations. Ask what the Project Manager wants to see; send directions later.
